人力资源管理实践对新生代员工敬业度的影响——内部人身份感知和组织自尊作用的视角被引量：7

下载PDF

导出

摘要通过对306个新生代员工进行有效调查,验证了人力资源管理实践对新生代员工敬业度的影响,分析了内部人身份感知在这一过程中的中介作用,并探讨了基于组织自尊的调节作用。研究结果发现:人力资源管理实践和内部人身份感知都正向促进新生代员工敬业度;内部人身份感知在人力资源管理实践与新生代员工敬业度两者之间起完全中介作用;基于组织的自尊能有效调节内部人身份感知对新生代员工敬业度的影响。本研究结论对从人力资源管理实践角度指导企业提高新生代员工敬业度具有一定的意义。 Through investigating 306 new-generation employees, we verify the influence of human resource management practice on the new-generation employee engagement and the mediation effect of perceived insider status, and explore the moderating effects by organization based self-esteem. The results show that： both human resource management practice and perceived insider status significantly promote new-generation employee engagement. Perceived insider status fully mediates the rela- tionship between human resource management practice and new-generation employee engagement. Organizational based self-esteem can positively moderate the influence of perceived insider status on new-generation employee engagement. The conclusion of this research has certain significance to guide the enterprises to improve the new-generation employee en- gagement from the angle of human management practice.

作者孙会陈红

机构地区淮海工学院商学院中国矿业大学管理学院

出处《企业经济》北大核心 2015年第9期114-119,共6页 Enterprise Economy

基金国家自然科学基金项目"煤矿安全心理生态的交互结构演化机理与引导政策研究"(批准号:71473248)

关键词人力资源管理实践新生代员工敬业度内部人身份感知基于组织的自尊 human resource management practice new-generation employee engagement perceived insider status organization based self-esteem

分类号 F270.3 [经济管理—企业管理]

引文网络
相关文献

参考文献16

1Harter J.K., F.L. Schmidt., T.L. Hayes. Business-unit- level Relationship between Employee Satisfaction, Employee Engagement and Business Outcomes: A Meta-analysis [J]. Jour- nal of Applied Psychology, 2002, S7(2).
2Yancey D.L.The Predictability of Performance Using the Q12 Engagement Survey [D].Chicago:Roosevelt University, 2005.
3Susana LW S. Does a positive gain spiral of resources, efficacy beliefs and engagement exist? [J]. Computers in Human Behavior, 2007, (23).
4Saks A. M. Antecedents and consequences of employee engagement [J]. Journal of Managerial Psychology, 2006, 21(6).
5边长勇.80后登场引发职场冲击波[J].管理与财富,2007(5):32-33. 被引量：7
6马明,陈方英,孟华,周知一.员工满意度与敬业度关系实证研究——以饭店企业为例[J].管理世界,2005,21(11):120-126. 被引量：69
7李军,刘学.新生代员工的成长环境和特点探析[J].湖湘论坛,2013,26(6):43-47. 被引量：23
8Whitener, E.M.The impact of human resource activities on employee trust [J].Human Resource Management Review, 2001, 7(4).
9Masterson,S.S.&Stamper, C.L. Perceived Organizational membership:An aggregate Frame Work Representing the Em- ployee - organization Relationship [J].Journal of Organizational Behavior,2003,24.
10Chen, Z. X.,&Aryee, S..Delegation and employee work outcomes: An examination of the cultural context of mediating processes in China [J].The Academy of Management Journal, 2007,50(1).