承诺型人力资源管理实践与组织慈善对员工行为态度的影响

承诺型人力资源管理实践与组织慈善对员工行为态度的影响

摘　要

本文旨在研究承诺型人力资源管理实践和组织慈善对于员工工作投入和反生产行为的影响。通过246个样本数据的实证研究，承诺型人力资源管理实践、组织外部慈善和内部慈善对于员工的工作投入有积极的促进作用，其中承诺型人力资源管理实践影响最强，其次是组织内部慈善，最弱的是组织外部慈善。同时，承诺型人力资源管理实践、组织外部慈善和内部慈善能抑制员工的反生产行为，承诺型人力资源同样是最强有力的影响，组织内外部慈善影响较弱。承诺型人力资源管理实践和组织慈善并没有对员工的工作投入和反生产行为产生交互作用。最后就分析研究结果对组织提出了建议。

关键词：承诺型人力资源管理实践，组织慈善，工作投入，反生产行为

The Impact of High-performance Human Resource Practice and Philanthropy of Organization on Employee Attitude and Behavior.

Abstract

This study investigates the impact of high-performance human resource practice and philanthropy of organization on employee attitude and behavior. By empirical study based on 246 employees，it was indicated that high-performance human resource practice and philanthropy within and outside organization have positive effects on job involvement. Specially, high-performance human resource practice’s effect is largest, philanthropy within organization’s effect is the second and philanthropy outside organization’s effect is the smallest. In addition, high-performance human resource practice and philanthropy within and outside organization negatively influent counterproductive work behavior. Also high-performance human resource practice’s effect is larger than philanthropy within and outside organization’s effects. No evidence has been found to support interaction between high-performance human resource practice’s effect and philanthropy of organization on job involvement and counterproductive work behavior. Finally，based on the results, advices are proposed on organization.

KEY WORDS：High-performance Human Resource Practice, Philanthropy of Organization, Job Involvement, Counterproductive Work Behavior

目　录

摘　要 1

1 绪论 1

1.1 研究背景 1

1.2 研究目的 2

1.3 研究意义 2

2 相关研究综述 3

2.1 承诺型人力资源管理实践 3

2.2 组织慈善 3

2.3 工作投入 4

2.4 反生产行为 4

3 研究的理论构思和总体设计 5

3.1 研究变量的界定 5

3.2 研究假设 7

3.3 研究方法 8

4 实证研究数据分析与结果 9

4.1 变量的相关性分析 9

4.2 承诺型人力资源管理实践和组织慈善对工作投入和反生产行为的影响 9

4.3承诺型人力资源管理实践和组织慈善的交互作用对工作投入和反生产行为的影响 10

5 研究结果讨论和建议 11...