超越绩效:人力资源管理视野中的员工幸福感研究
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摘要
过去的十年间,在绩效导向的人力资源管理(HRM)研究大行其道的同时,员工导向的HRM研究悄然兴起,对HRM与员工幸福感(EWB)关系的研究取得了重要的进展。在厘清HRM和EWB的概念和发展脉络的基础上,梳理了HRM与EWB关系的理论视角和实证研究结果,指出了现有研究的问题及未来研究的框架及方向。
When the research of performance-oriented human resource management(HRM)is popular,employee-orientation of HRM research has emerged.The research on the relationship between HRM and employee well bing(EWB)has made significant improvement in the past ten years.This paper systematically reviews the concept and development process of HRM and EWB,summarizes the main theoretical perspectives and the results of empirical research on the relationship between HRM and EWB,and points out the limitation of existing studies and directions in future research.
When the research of performance-oriented human resource management(HRM)is popular,employee-orientation of HRM research has emerged.The research on the relationship between HRM and employee well bing(EWB)has made significant improvement in the past ten years.This paper systematically reviews the concept and development process of HRM and EWB,summarizes the main theoretical perspectives and the results of empirical research on the relationship between HRM and EWB,and points out the limitation of existing studies and directions in future research.
引文
[1]刘善仕.人力资源管理模式与组织绩效关系研究评述[J].华南理工大学学报(社会科学版),2015,(1).
[2]Peccei R E.Human resource management and the search for the happy workplace[M].2004.
[3]Van De Voorde K.HRM,employee well-being and organizational performance:a balanced perspective[J].Ridderprint Offsetdrukkerij BV,2009.
[4]Vanhala S and Tuomi K.HRM,company performance and employee well-being[J].Management Revue,2006:241-255.
[5]Baptiste N R.Tightening the link between employee wellbeing at work and performance:A new dimension for HRM[J].Management Decision,2008,46(2):284-309.
[6]Van De Voorde K,Paauwe J and Van Veldhoven M.Employee Well-being and the HRM–Organizational Performance Relationship:A Review of Quantitative Studies[J].International Journal of Management Reviews,2012,14(4):391-407.
[7]Warr P B.Work,happiness,and unhappiness[M].Mahway,N J:Erlbaum,2007.
[8]Fisher C D.Happiness at work[J].International Journal of Management Reviews,2010,12(4):384-412.
[9]张正堂.战略人力资源管理的理论模式,南开管理评论[J].2004,5(8):48-54.
[10]Huselid M A.The Impact of human resource management practices on turn over,productivity,and corporate financial performance[J].Academy of Management Journal,1995,38:635-672.
[11]Delaney J T,Huselid M A.The impact of humanresource management practices on perceptions of performance in for-profit and non profit organizations[J].Academy of Management Journal,1996,39:949-969.
[12]Becker B,Gerhart B.The Impact of Human Resource Management on Organizational Performance:Progress and Prospects[J].Academy of Management Journal,1996,39(4):779-801.
[13]Arthur J B and Boyles T.Validating the human resource system structure:A levels-based strategic HRM approach[J].Human Resource Management Review,2007,17(1):77-92.
[14]Wright P M and Boswell,W R.Desegregating HRM:A review and synthesis of micro and macro human resource management research[J].Journal of management,2002,28(3):247-276.
[15]Shen J.Employees'satisfaction with HRM in Chinese privately-owned enterprises[J].Asia Pacific business review,2010,16(3):339-354.
[16]Alfes K,Shantz A and Truss C.The link between perceived HRM practices,performance and wellbeing:the moderating effect of trust in the employer[J].Human Resource Management Journal,2012,22(4):409-427.
[17]Wood S and De Menezes L M.High involvement management,high-performance work systems and well-being[J].The International Journal of Human Resource Management,2011,22(07):1586-1610.
[18]Clinton M and van Veldhoven M.HRM and Employee Well-being[J].Managing Human Resources:Human Resource Management in Transition,2012:364.
[19]Brown A,Forde C,Spencer D and Charlwood A.Changes in HRM and job satisfaction,1998–2004:evidence from the Workplace Employment Relations Survey[J].Human Resource Management Journal,2008,18(3):237-256.
[20]Diener E,Suh E,Lucas R and Smith H L.Subject well-being:Three decades of progress[J].Psychological Bulletin,1999,125.
[21]Diener E.Subjective Emotional Well-Being.Annual Review of Psychology,2002,53:139-56.
[22]Ryff C D.Psychological Well-Being in Adult Life[J].Current Directions in Psychological Science,1995,4(4):99-104.
[23]Page K M and Vella-Brodrick D A.The‘what’,‘why’and‘how’of employee well-being:A new model[J].Social Indicators Research,2009,90(3):441-458.
[24]张兴贵,罗中正,严标宾.个人-环境(组织)匹配视角的员工幸福感[J].心理科学进展,2012,6(20):935-943.
[25]Kooij D T A M,Guest D E,Clinton M,Knight T,Jansen P G and Dikkers J S.How the impact of HR practices on employee well-being and performance changes with age[J].Human Resource Management Journal,2013,23(1):18-35.
[26]Grant A M,Christianson M K and Price R H.Happiness,health,or relationships?Managerial practices and employee well-being tradeoffs[J].The Academy of Management Perspectives,2007,21(3):51-63.
[27]Kooij D T A M,Jansen P G W,Dikkers J S E and De Lange A H.The influence of age on the associations between HR practices and both affective commitment and job satisfaction:A meta-analysis[J].Journal of Organizational Behavior,2010,31(8):1111-1136.
[28]Boxall P,Macky K.High-performance work systems and organisational performance:Bridging theory and practice[J].Asia Pacific Journal of Human Resources,2007,45(3):261-270.
[29]刘善仕,彭娟,邝颂文.人力资源管理系统、组织文化与组织绩效的关系研究[J].管理学报,2010,09(7):1282-1289.
[30]Den Hartog D N,Boon C,Verburg R M and Croon M A.HRM,Communication,Satisfaction,and Perceived Performance A Cross-Level Test[J].Journal of Management,2013,39(6):1637-1665.
[31]Appelbaum,E.Manufacturing advantage:why high-performance work systems pay off[M]//Manufacturing advantage:why high-performance work systems pay off.Cornell University Press,2000:459-462.
[32]Ramsay,H.,Scholarios,D.and Harley,B.(2000).Employees of high-performance work systems:testing inside the black box[J].British Journal of Industrial Relations,2000,38:501–531.
[33]Takeuchi R,Chen G,Lepak D P.Through the Looking Glass of a Social System:Cross-Level Effects of High-Performance Work Systems on Employees'Attitudes[J].Social Science Electronic Publishing,2009,62(1):1–29.
[34]Castanheira F,Chambel M J.Reducing burnout in call centers through HR practices[J].Human Resource Management,2010,49.
[35]Harley B,Sargent L,Allen B.Employee responses to'high performance work system'practices:an empirical test of the disciplined worker thesis[J].Work Employment&Society,2010,24(4):740-760.
[36]Guest D.Human resource management,corporate performance and employee wellbeing:Building the worker into HRM[J].Journal of Industrial Relations,2002,44(3):335-358.
[37]Guerrero S and Barraud-Didier V.High-involvement practices and performance of French firms[J].International Journal of Human Resource Management,2004,15(8):1408-1423.
[38]Riordan C M,Vandenberg J and Richardson H A.Employee involvement climate and organizational effectiveness[J].Human Resource Management,2005,44(4):471-488.
[39]Green F.Demanding work:The paradox of job quality in the affluent economy[M].Princeton University Press,2006.
[40]Petrescu A I and Simmons R.Human resource management practices and workers'job satisfaction[J].International Journal of Manpower,2008,29(7):651-667.
[41]Ashleigh M J,Higgs M and Dulewicz V.A new propensity to trust scale and its relationship with individual well-being:implications for HRM policies and practices[J].Human Resource Management Journal,2012,22(4):360-376.
[42]徐宁,李普亮.人力资源管理与员工工作幸福感:理论与实证分析[J].科技管理研究,2013,33(17):130-135.
[43]Purcell J and Hutchinson S.Front-line managers as agents in the HRM-performance causal chain:theory,analysis and evidence[J].Human Resource Management Journal,2007,17(1):3-20.
[44]Nishii L H,Lepak D P,Schneider B.Employee attributions of the“why”of HR practices:Their effects on employee attitudes and behaviors,and customer satisfaction[J].Personnel psychology,2008,61(3):503-545.
[45]Ostroff C and Bowen D E.Moving HR to a higher level:HR practices and organizational effectiveness.In:Multilevel theory,research,and methods in organizations.San Francisco:Jossey-Bass,2000:211-257.
[46]Rousseau D M.Extending the psychology of the psychological contract:a reply to putting psychology back into psychological contracts[J].Journal of Management Inquiry,2003,12(3):229-238.
[47]Wu P C,Chaturvedi S.The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes:A Multilevel Perspective[J].Journal of Management,2009,35(5):1228-1247.
[48]Kinnie N,Hutchinson S,Purcell J,et al.Satisfaction with HR practices and commitment to the organisation:why one size does not fit all[J].Human Resource Management Journal,2005,15(4):9-29.
[49]Innocenti L,Pilati M,Peluso A M.Trust As Moderator In The Relationship Between Hrm Practices And Employee Attitudes[J].Human Resource Management Journal,2010,21(3):303-317.
[50]Peccei R E,Voorde F C V D and Veldhoven M J P M V.HRM,performance and well-being[J].Managing People&Performance,2013:15-46.
[2]Peccei R E.Human resource management and the search for the happy workplace[M].2004.
[3]Van De Voorde K.HRM,employee well-being and organizational performance:a balanced perspective[J].Ridderprint Offsetdrukkerij BV,2009.
[4]Vanhala S and Tuomi K.HRM,company performance and employee well-being[J].Management Revue,2006:241-255.
[5]Baptiste N R.Tightening the link between employee wellbeing at work and performance:A new dimension for HRM[J].Management Decision,2008,46(2):284-309.
[6]Van De Voorde K,Paauwe J and Van Veldhoven M.Employee Well-being and the HRM–Organizational Performance Relationship:A Review of Quantitative Studies[J].International Journal of Management Reviews,2012,14(4):391-407.
[7]Warr P B.Work,happiness,and unhappiness[M].Mahway,N J:Erlbaum,2007.
[8]Fisher C D.Happiness at work[J].International Journal of Management Reviews,2010,12(4):384-412.
[9]张正堂.战略人力资源管理的理论模式,南开管理评论[J].2004,5(8):48-54.
[10]Huselid M A.The Impact of human resource management practices on turn over,productivity,and corporate financial performance[J].Academy of Management Journal,1995,38:635-672.
[11]Delaney J T,Huselid M A.The impact of humanresource management practices on perceptions of performance in for-profit and non profit organizations[J].Academy of Management Journal,1996,39:949-969.
[12]Becker B,Gerhart B.The Impact of Human Resource Management on Organizational Performance:Progress and Prospects[J].Academy of Management Journal,1996,39(4):779-801.
[13]Arthur J B and Boyles T.Validating the human resource system structure:A levels-based strategic HRM approach[J].Human Resource Management Review,2007,17(1):77-92.
[14]Wright P M and Boswell,W R.Desegregating HRM:A review and synthesis of micro and macro human resource management research[J].Journal of management,2002,28(3):247-276.
[15]Shen J.Employees'satisfaction with HRM in Chinese privately-owned enterprises[J].Asia Pacific business review,2010,16(3):339-354.
[16]Alfes K,Shantz A and Truss C.The link between perceived HRM practices,performance and wellbeing:the moderating effect of trust in the employer[J].Human Resource Management Journal,2012,22(4):409-427.
[17]Wood S and De Menezes L M.High involvement management,high-performance work systems and well-being[J].The International Journal of Human Resource Management,2011,22(07):1586-1610.
[18]Clinton M and van Veldhoven M.HRM and Employee Well-being[J].Managing Human Resources:Human Resource Management in Transition,2012:364.
[19]Brown A,Forde C,Spencer D and Charlwood A.Changes in HRM and job satisfaction,1998–2004:evidence from the Workplace Employment Relations Survey[J].Human Resource Management Journal,2008,18(3):237-256.
[20]Diener E,Suh E,Lucas R and Smith H L.Subject well-being:Three decades of progress[J].Psychological Bulletin,1999,125.
[21]Diener E.Subjective Emotional Well-Being.Annual Review of Psychology,2002,53:139-56.
[22]Ryff C D.Psychological Well-Being in Adult Life[J].Current Directions in Psychological Science,1995,4(4):99-104.
[23]Page K M and Vella-Brodrick D A.The‘what’,‘why’and‘how’of employee well-being:A new model[J].Social Indicators Research,2009,90(3):441-458.
[24]张兴贵,罗中正,严标宾.个人-环境(组织)匹配视角的员工幸福感[J].心理科学进展,2012,6(20):935-943.
[25]Kooij D T A M,Guest D E,Clinton M,Knight T,Jansen P G and Dikkers J S.How the impact of HR practices on employee well-being and performance changes with age[J].Human Resource Management Journal,2013,23(1):18-35.
[26]Grant A M,Christianson M K and Price R H.Happiness,health,or relationships?Managerial practices and employee well-being tradeoffs[J].The Academy of Management Perspectives,2007,21(3):51-63.
[27]Kooij D T A M,Jansen P G W,Dikkers J S E and De Lange A H.The influence of age on the associations between HR practices and both affective commitment and job satisfaction:A meta-analysis[J].Journal of Organizational Behavior,2010,31(8):1111-1136.
[28]Boxall P,Macky K.High-performance work systems and organisational performance:Bridging theory and practice[J].Asia Pacific Journal of Human Resources,2007,45(3):261-270.
[29]刘善仕,彭娟,邝颂文.人力资源管理系统、组织文化与组织绩效的关系研究[J].管理学报,2010,09(7):1282-1289.
[30]Den Hartog D N,Boon C,Verburg R M and Croon M A.HRM,Communication,Satisfaction,and Perceived Performance A Cross-Level Test[J].Journal of Management,2013,39(6):1637-1665.
[31]Appelbaum,E.Manufacturing advantage:why high-performance work systems pay off[M]//Manufacturing advantage:why high-performance work systems pay off.Cornell University Press,2000:459-462.
[32]Ramsay,H.,Scholarios,D.and Harley,B.(2000).Employees of high-performance work systems:testing inside the black box[J].British Journal of Industrial Relations,2000,38:501–531.
[33]Takeuchi R,Chen G,Lepak D P.Through the Looking Glass of a Social System:Cross-Level Effects of High-Performance Work Systems on Employees'Attitudes[J].Social Science Electronic Publishing,2009,62(1):1–29.
[34]Castanheira F,Chambel M J.Reducing burnout in call centers through HR practices[J].Human Resource Management,2010,49.
[35]Harley B,Sargent L,Allen B.Employee responses to'high performance work system'practices:an empirical test of the disciplined worker thesis[J].Work Employment&Society,2010,24(4):740-760.
[36]Guest D.Human resource management,corporate performance and employee wellbeing:Building the worker into HRM[J].Journal of Industrial Relations,2002,44(3):335-358.
[37]Guerrero S and Barraud-Didier V.High-involvement practices and performance of French firms[J].International Journal of Human Resource Management,2004,15(8):1408-1423.
[38]Riordan C M,Vandenberg J and Richardson H A.Employee involvement climate and organizational effectiveness[J].Human Resource Management,2005,44(4):471-488.
[39]Green F.Demanding work:The paradox of job quality in the affluent economy[M].Princeton University Press,2006.
[40]Petrescu A I and Simmons R.Human resource management practices and workers'job satisfaction[J].International Journal of Manpower,2008,29(7):651-667.
[41]Ashleigh M J,Higgs M and Dulewicz V.A new propensity to trust scale and its relationship with individual well-being:implications for HRM policies and practices[J].Human Resource Management Journal,2012,22(4):360-376.
[42]徐宁,李普亮.人力资源管理与员工工作幸福感:理论与实证分析[J].科技管理研究,2013,33(17):130-135.
[43]Purcell J and Hutchinson S.Front-line managers as agents in the HRM-performance causal chain:theory,analysis and evidence[J].Human Resource Management Journal,2007,17(1):3-20.
[44]Nishii L H,Lepak D P,Schneider B.Employee attributions of the“why”of HR practices:Their effects on employee attitudes and behaviors,and customer satisfaction[J].Personnel psychology,2008,61(3):503-545.
[45]Ostroff C and Bowen D E.Moving HR to a higher level:HR practices and organizational effectiveness.In:Multilevel theory,research,and methods in organizations.San Francisco:Jossey-Bass,2000:211-257.
[46]Rousseau D M.Extending the psychology of the psychological contract:a reply to putting psychology back into psychological contracts[J].Journal of Management Inquiry,2003,12(3):229-238.
[47]Wu P C,Chaturvedi S.The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes:A Multilevel Perspective[J].Journal of Management,2009,35(5):1228-1247.
[48]Kinnie N,Hutchinson S,Purcell J,et al.Satisfaction with HR practices and commitment to the organisation:why one size does not fit all[J].Human Resource Management Journal,2005,15(4):9-29.
[49]Innocenti L,Pilati M,Peluso A M.Trust As Moderator In The Relationship Between Hrm Practices And Employee Attitudes[J].Human Resource Management Journal,2010,21(3):303-317.
[50]Peccei R E,Voorde F C V D and Veldhoven M J P M V.HRM,performance and well-being[J].Managing People&Performance,2013:15-46.