社会责任型人力资源管理对员工创新行为影响的研究——基于劳动关系视角下的链式中介作用

田虹; 姜春源

社会责任型人力资源管理对员工创新行为影响的研究——基于劳动关系视角下的链式中介作用

田虹,
姜春源

吉林大学商学院, 吉林长春 130012

基金项目:

国家自然科学基金项目 71972118

详细信息

作者简介:
田虹(1966-), 女, 吉林长春人, 吉林大学商学院教授, 博士生导师

姜春源(1994-), 男, 吉林长春人, 吉林大学商学院博士研究生

中图分类号: F240
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- 被引次数: 0
出版历程
- 收稿日期: 2020-04-08
- 网络出版日期: 2021-04-26
- 刊出日期: 2020-12-28

An Empirical Study of the Influence Mechanism of Social Responsibe Human Resource Management on Employees' Innovative Behavior: Based on the Chain Mediating Effect of the Perspective of Labor Relations

Business school, Jilin University, Changchun 130012, China

摘要

摘要: 在认知—情感—行为模型的基础上, 从劳动关系视角探究社会责任型人力资源管理实践对员工创新行为的影响机制, 研究发现社会责任型人力资源管理实践对员工创新行为存在正向影响, 个人—环境匹配和工作满意度分别起到中介作用的同时还具有链式中介的作用。企业在进行社会责任型人力资源管理实践时, 个体在与工作环境相匹配的条件下会产生一定程度的相似效应, 并且因为这种效应而获得满意度, 进而激发其创造力。企业社会责任活动的对象不应仅局限于外部的利益相关者, 企业可通过社会责任型人力资源管理实践建立个体与企业内部环境相匹配的机制, 从而激发员工的创新行为。本研究为社会责任型人力资源管理实践和员工创新行为的促进机制提供了理论和实践指导, 同时也从人力资源管理视角为企业的创新发展提出了建议。
- 人力资源管理 /
- 社会责任型 /
- 个人-环境匹配 /
- 利益相关者 /
- 工作满意度 /
- 员工创新行为 /
- 劳动关系视角
Abstract: Based on the cognitive-emotional-behavioral model, this paper explores the impact mechanism of socially responsible human resource management on employees' innovative behavior from the perspective of labor relations. It is found that social responsible human resource management have a positive impact on employees' innovation behavior; person-environment fit and job satisfaction play a role of chain intermediary.When companies conduct socially responsible HRM practices, there is a certain extent of effect upon similar person-environment fit and individual will be satisfied with this effect, thus stimulating their creativity. The objects of CSR activities should not be limited to external stakeholders only; companies can stimulate employees' innovative behaviors by establishing a mechanism for matching individuals with the internal environment through SRHRM practices. This study provides theoretical and practical guidance for SRHRM practices and mechanisms to promote employees' innovative behaviors, and suggestions for the innovative development of enterprises from the perspective of human resource management.
- SRHRM /
- social responsibility /
- person-environment fit /
- stakeholders /
- job satisfaction /
- employees' innovative behavior /
- perspective of labor relations

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图 1 理论框架

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表 1 有效样本构成情况(N=248)

特征	类别	样本数	占比
性别	男	105	42.3
	女	143	57.7
企业性质	国有企业	127	51.2
	非国有企业	121	48.8
年龄	25岁以下	18	7.26
	26~35岁	135	54.4
	36~45岁	71	28.6
	46岁以上	24	9.7
学历	专科、高中及以下	87	35.1
	本科	105	42.3
	硕士及以上	56	22.6
工作年限	1~3年	33	13.3
	3~10年	153	61.7
	10年以上	62	25.0

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表 2 验证性因子分析结果

模型	Chi-Square	df	χ²/df	RMSEA	NNFI	CFI
四因子(SRHRM, P-E, JS, EIB)	349.666	269	1.300	0.035	0.973	0.976
三因子(SRHRM, P-E+JS, EIB)	874.046	272	3.213	0.095	0.803	0.821
二因子(SRHRM, P-E+JS+EIB)	1 142.058	274	4.168	0.113	0.718	0.742
单因子(SRHRM+P-E+JS+EIB)	1 560.850	275	5.676	0.138	0.583	0.618
注：社会责任型人力资源管理(SRHRM)、个人—环境匹配(P-E)、工作满意度(JS)、员工创新行为(EIB)。

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表 3 各变量的均值、标准差和相关系数

变量	Mean	Std	1	2	3	4
SRHRM	3.290	0.726	(0.747)
个人—环境匹配	3.351	0.713	0.440^**	(0.738)
工作满意度	3.177	0.739	0.456^*	0.374^***	(0.767)
员工创新行为	3.401	0.762	0.413^*	0.553^**	0.575^**	(0.760)
注：^表示p＜0.05、^表示p＜0.01、^**表示p＜0.001，对角线括号内的值为对应变量的AVE平方根。

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表 4 中介效应Bootstrap分析结果

路径	效应量	标注误	95%CI下限	95%CI上限	检验结果
总效应：SRHRM→员工创新行为	0.471 6	0.061 5	0.350 4	0.592 7	主效应显著
直接效应：SRHRM→员工创新行为	0.090 2	0.061 0	-0.030 0	0.210 4	直接效应不显著
间接效应：(总体)	0.381 4	0.046 0	0.293 5	0.473 8	间接效应显著
路径1：SRHRM→个人—环境匹配→员工创新行为	0.181 4	0.033 1	0.118 3	0.249 5	路径显著
路径2：SRHRM→工作满意度→员工创新行为	0.163 0	0.035 9	0.098 6	0.239 7	路径显著
路径3：SRHRM→个人—环境匹配→工作满意度→员工创新行为	0.037 0	0.015 0	0.009 3	0.068 8	路径显著
差异比较: 路径1与路径2	0.018 4	0.053 7	-0.090 8	0.119 8	差异不显著
差异比较: 路径2与路径3	0.126 0	0.040 5	0.053 9	0.211 1	差异显著
差异比较: 路径1与路径3	0.144 3	0.034 6	0.078 5	0.214 8	差异显著

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