从以人为本的角度看员工的人力资源管理价值观及其对组织承诺的影响

Sophie Drouin-Rousseau, Alexandre J. S. Morin, Claude Fernet, Stéphanie Austin, Bruno Fabi
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引用次数: 0

摘要

人力资源管理(HRM)实践及其与员工的工作态度和行为之间的关联已得到公认,但这些关联背后的心理机制仍不清楚。基于能力-动机-机会框架,我们提出员工的人力资源管理价值观在这些关联中起着关键作用。具体来说,我们认为员工对组织中人力资源管理实践的看法将预测他们的人力资源管理价值特征,进而预测他们的承诺水平。潜特征分析表明,员工的人力资源管理价值观具有极低、低、中和高四种特征。我们的研究结果表明,能力提升实践通过塑造员工的人力资源管理价值观,在员工的组织承诺中发挥了积极作用。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

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A person-centered perspective on employees' human resource management values and their implication for organizational commitment

Human resource management (HRM) practices and their associations with employees' job attitudes and behaviors are well-established, although the psychological mechanisms underlying these associations remain unclear. Based on the ability-motivation-opportunity framework, we propose that employees' HRM values play a key role in these associations. Specifically, we propose that employees' perceptions of the HRM practices present in their organization will predict their HRM value profiles which, in turn, will predict their levels of commitment. Latent profile analyses revealed four profiles characterized by very low, low, moderate, and high levels of HRM values. Our results suggest that ability-enhancing practices play an active role in employees' organizational commitment by shaping their HRM values.

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来源期刊
CiteScore
3.40
自引率
13.60%
发文量
41
期刊介绍: The Canadian Journal of Administrative Sciences (CJAS) is a multidisciplinary, peer-reviewed, international quarterly that publishes manuscripts with a strong theoretical foundation. The journal welcomes literature reviews, quantitative and qualitative studies as well as conceptual pieces. CJAS is an ISI-listed journal that publishes papers in all key disciplines of business. CJAS is a particularly suitable home for manuscripts of a crossdisciplinary nature. All papers must state in an explicit and compelling way their unique contribution to advancing theory and/or practice in the administrative sciences.
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