›› 2015, Vol. 27 ›› Issue (7): 105-115,126.

• 组织行为与人力资源管理 • 上一篇    下一篇

高绩效工作系统有助于员工建言?一个被中介的调节作用模型

苗仁涛1, 周文霞2, 刘丽3, 潘静洲4, 刘军5   

  1. 1. 首都经济贸易大学劳动经济学院, 北京 100070;
    2. 中国人民大学劳动人事学院, 北京 100872;
    3. 辽宁科技大学工商管理学院, 鞍山 114051;
    4. 天津大学管理与经济学部, 天津 300072;
    5. 中国人民大学商学院, 北京 100872
  • 收稿日期:2013-08-30 发布日期:2015-07-31
  • 通讯作者: 刘丽,辽宁科技大学工商管理学院讲师,硕士.
  • 作者简介:苗仁涛,首都经济贸易大学劳动经济学院讲师,博士;周文霞,中国人民大学劳动人事学院教授,博士生导师,博士;潘静洲,天津大学管理与经济学部讲师,博士;刘军,中国人民大学商学院教授,博士生导师,博士.
  • 基金资助:

    国家杰出青年科学基金项目(71425003);教育部人文社科基金项目(13YJC630112);国家博士后基金特别资助项目(2014T70160);2015首都经济贸易大学校级科研青年项目和规划项目(2015XJQ007);2015首都经济贸易大学劳动经济学院教师科研提升项目.

Does High-performance Work System Contribute to Employee's Voice Behaviors: A Mediated Moderation Model

Miao Rentao1, Zhou Wenxia2, Liu Li3, Pan Jingzhou4, Liu Jun5   

  1. 1. School of Labor Economics, Capital University of Economics and Business, Beijing 100070;
    2. School of Labor and Human Resources, Renmin University of China, Beijing 100872;
    3. School of Business Administration, University of Science and Technology Liaoning, Anshan 114051;
    4. College of Management and Economics, Tianjin University, Tianjin 300072;
    5. School of Business, Renmin University of China, Beijing 100872
  • Received:2013-08-30 Published:2015-07-31

摘要:

本文探讨了高绩效工作系统(人力资源经理评价)对员工建言(促进性建言与抑制性建言)的影响,并研究组织支持感的中介作用及组织公平氛围(程序公平氛围与互动公平氛围)的调节作用.对39家企业人力资源经理及309名员工组成的配对数据的研究表明:高绩效工作系统对员工建言有显著正向影响;组织支持感在高绩效工作系统与员工建言间表现出部分中介作用;程序公平氛围与互动公平氛围调节了高绩效工作系统与组织支持感的关系;进而,程序公平氛围调节了组织支持感对高绩效工作系统与抑制性建言关系的完全中介作用,互动公平氛围调节了组织支持感对高绩效工作系统与促进性建言关系的完全中介作用.

关键词: 建言行为, 高绩效工作系统, 互动公平氛围, 程序公平氛围, 组织支持感, 被中介的调节作用

Abstract:

This research investigates the effects of high-performance work system (HPWS) on voice behavior (promotive voice and prohibitive voice), as well as the mediating role of organizational perceived support (POS) and moderating role of procedural justice climate (PJC) and interactional justice climate (IJC). Data is collected from 309 full employees in 39 Chinese enterprises. The current study utilizes a cross-sectional questionnaire: information of HPWS from HR managers, and others from employees. The findings are: HPWS is positively related to voice behavior; POS partially mediates the relationships between HPWS and voice behavior; and PJC and IJC moderate the relationships between HPWS and POS; furthermore, the mediated moderation model implies that the moderating role of PJC on the relationship between HPWS and prohibitive voice is fully mediated by POS, and the moderating role of IJC on the relationship between HPWS and promotive voice is fully mediated by POS.

Key words: voice behavior, high-performance work system, interactional justice climate, procedural justice climate, perceived organizational support, mediated moderation