摘要
基于社会交换理论的互惠视角,通过对179家企业共1 095名员工的3阶段问卷调查,探讨了包容性人力资源管理实践对员工回报行为的作用机制和边界条件。研究结果表明:包容性人力资源管理实践正向影响员工的互惠规范感知;互惠规范感知在包容性人力资源管理实践与员工的突破式创新投入、包容性人力资源管理实践与助人行为的关系中起中介作用;平衡型领导削弱了包容性人力资源管理实践通过互惠规范感知激发突破式创新投入和助人行为的中介作用,当平衡型领导水平较高时,该中介效应会减弱,说明平衡型领导与包容性人力资源管理实践存在替代效应。
From the perspective of reciprocity based on social exchange theory,this study explores the mechanism and boundary conditions of the impact of inclusive human resource management practices on employee reciprocity behavior through a three-stage questionnaire survey of 1095 employees from 179 enterprises,the study finds that:Inclusive human resource management practices have a positive effect on the employees' perceived norm of reciprocity;The perceived norm of reciprocity mediates the positive relationship between inclusive human resource management practice and breakthrough innovation engagement,as well as the positive relationship between inclusive human resource management practice and helping behavior;Balanced processing leadership mitigates those indirect effects,such that when the level of balanced processing leadership is high,the mediating effects of inclusive human resource management practice on employees' breakthrough innovation engagement and helping behavior via norm of reciprocity will be weakened.the findings indicate that there is a substitution effect between balanced leadership and inclusive human resource management.
作者
瞿皎姣
曾颢
曹霞
QU Jiaojiao;ZENG Hao;CAO Xia(Huaqiao University,Quanzhou,Fujian,China;Jiangxi Science and Technology Normal University,Nanchang,China;Shanxi University of Finance and Economics,Taiyuan,China)
出处
《管理学报》
CSSCI
北大核心
2024年第9期1312-1322,共11页
Chinese Journal of Management
基金
国家自然科学基金资助项目(72372047,71972139,72262020)。
关键词
包容性人力资源管理实践
互惠规范感知
突破式创新投入
助人行为
平衡型领导
inclusive human resource management practice
perceived norm of reciprocity
break-through innovation engagement
helping behavior
balanced processing leadership
