真实型领导对人力资源管理强度的影响——员工建言行为的中介作用与组织政治知觉的调节作用
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摘要
以288名员工为样本,采用阶层回归分析的方法,检验了真实型领导对人力资源管理强度的影响,并考察了员工建言行为的中介作用和组织政治知觉的调节作用。研究结果表明:真实型领导与人力资源管理强度显著正相关;员工建言行为在真实型领导与人力资源管理强度之间起部分中介作用;组织政治知觉在真实型领导与员工建言行为之间起负向调节作用。
Based on the data collected from 288 employees,the study used hierarchical regression analysis to examine the influence of authentic leadership on the strength of human resource management.Moreover,the mediating role of employee voice behavior and the moderating effect of perceptions of organizational politics are also testified.The results show that:Authentic leadership has a significant positive influence on the strength of human resource management.Employee voice behavior mediates the relationship between authentic leadership and the strength of human resource management.Perceptions of organizational politics negatively moderate the relationships between authentic leadership and employee voice behavior.This study supplements the discussion of the antecedent variables of the strength of human resource management and provides guidance for leaders to select leadership styles and organize management.
Based on the data collected from 288 employees,the study used hierarchical regression analysis to examine the influence of authentic leadership on the strength of human resource management.Moreover,the mediating role of employee voice behavior and the moderating effect of perceptions of organizational politics are also testified.The results show that:Authentic leadership has a significant positive influence on the strength of human resource management.Employee voice behavior mediates the relationship between authentic leadership and the strength of human resource management.Perceptions of organizational politics negatively moderate the relationships between authentic leadership and employee voice behavior.This study supplements the discussion of the antecedent variables of the strength of human resource management and provides guidance for leaders to select leadership styles and organize management.
引文
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[2]唐贵瑶,魏立群,贾建锋.人力资源管理强度研究述评与展望[J].外国经济与管理,2013,35(4):40-48.
[3]Bowen D E,Ostroff C.Understanding HRM-firm Performance Linkages:The Role of the“Strength”of the HRM System[J].Academy of Management Review,2004,29(2):203-221.
[4]贾建锋,周舜怡,唐贵瑶.人力资源管理强度的研究回顾及在中国情境下的理论框架建构[J].中国人力资源开发,2017(10):6-15.
[5]Hauff S,Alewell D,Hansen N K.HRM System Strength and HRM Target Achievement-toward a Broader Understanding of HRM Processes[J].Human Resource Management,2017,56(5):715-729.
[6]Chen S,Lin P,Lu C,et al.The Moderation Effect of HR Strength on the Relationship Between Employee Commitment and Job Performance[J].Social Behavior and Personality:An International Journal,2007,35(8):1121-1138.
[7]Shin Y.CEO Ethical Leadership,Ethical Climate,Climate Strength,and Collective Organizational Citizenship Behavior[J].Journal of Business Ethics,2012,108(3):299-312.
[8]Frenkel S J,Li M,Restubog S L D.Management,Organizational Justice and Emotional Exhaustion Among Chinese Migrant Workers:Evidence from Two Manufacturing Organizations[J].British Journal of Industrial Relations,2012,50(1):121-147.
[9]Delmotte J,De Winne S,Sels L.Toward an Assessment of Perceived HRM System Strength:Scale Development and Validation[J].International Journal of Human Resource Management,2012,23(7):1481-1506.
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[11]Avolio B J,Gardner W L.Authentic Leadership Development:Getting to the Root of Positive Forms of Leadership[J].Leadership Quarterly,2005,16:315-338.
[12]王震,宋萌,孙健敏.真实型领导:概念、测量、形成与作用[J].心理科学进展,2014,22(3):458-473.
[13]Lepine J A,Van Dyne L.Predicting Voice Behavior in Work Groups[J].Journal of Applied Psychology,1998,83(6):853-868.
[14]Bandura A.Social Foundations of Thought and Action:A Social Cognitive Theory[M].Englewood Clifts:Prentice Hall,1986.
[15]Ferris G R,HarrellCook G,Dulebohn J H.Organizational Politics:The Nature of the Relationship Between Politics Perceptions and Political Behavior[J].Research in the Sociology of Organizations,2000,17(3):89-103.
[16]Walumbwa F O,Avolio B J,Gardner W L,et al.Authentic Leadership:Development and Validation of A Theorybased Measure[J].Journal of Management,2008,34(1):89-126.
[17]George B.Authentic Leadership:Rediscovering the Secrets to Creating Value[M].San Francisco:JosseyBass,2003.
[18]Hannah S T,Walumbwa F O.Relationships Between Authentic Leadership,Moral Courage,and Ethical and Pro-social Behaviors[J].Business Ethics Quarterly,2011,21(4):555-578.
[19]Whiting S W,Podsakoff P M,Pierce J R.Effects of Task Performance,Helping,Voice,and Organizational Loyalty on Performance Appraisal Ratings[J].Journal of Applied Psychology,2008,93(1):125-139.
[20]Liang J,Farh C I C,Farh J L.Psychological Antecedents of Promotive and Prohibitive Voice:A Two-wave Examination[J].Academy of Management Journal,2012,55(1):71-92.
[21]Kacmar K M,Carlson D S.Further Validation of the Perceptions of Politics Scale(pops):A Multiple Sample Investigation[J].Journal of Management,1997,23(5):627-658.
[22]Podsakoff P M,Mackenzie S B,Lee J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].The Journal of Applied Psychology,2003,88(5):879-903.
[23]Baron R M,Kenny D A.The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations[J].Journal of Personality and Social Psychology,1986,51(6):1162-1173.
[24]Aiken L,West S.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage,1991
[25]周密,赵欣.不同领导方式下团队冲突对员工退缩行为的影响研究[J].东北大学学报(社会科学版),2017,19(1):27-33.
[2]唐贵瑶,魏立群,贾建锋.人力资源管理强度研究述评与展望[J].外国经济与管理,2013,35(4):40-48.
[3]Bowen D E,Ostroff C.Understanding HRM-firm Performance Linkages:The Role of the“Strength”of the HRM System[J].Academy of Management Review,2004,29(2):203-221.
[4]贾建锋,周舜怡,唐贵瑶.人力资源管理强度的研究回顾及在中国情境下的理论框架建构[J].中国人力资源开发,2017(10):6-15.
[5]Hauff S,Alewell D,Hansen N K.HRM System Strength and HRM Target Achievement-toward a Broader Understanding of HRM Processes[J].Human Resource Management,2017,56(5):715-729.
[6]Chen S,Lin P,Lu C,et al.The Moderation Effect of HR Strength on the Relationship Between Employee Commitment and Job Performance[J].Social Behavior and Personality:An International Journal,2007,35(8):1121-1138.
[7]Shin Y.CEO Ethical Leadership,Ethical Climate,Climate Strength,and Collective Organizational Citizenship Behavior[J].Journal of Business Ethics,2012,108(3):299-312.
[8]Frenkel S J,Li M,Restubog S L D.Management,Organizational Justice and Emotional Exhaustion Among Chinese Migrant Workers:Evidence from Two Manufacturing Organizations[J].British Journal of Industrial Relations,2012,50(1):121-147.
[9]Delmotte J,De Winne S,Sels L.Toward an Assessment of Perceived HRM System Strength:Scale Development and Validation[J].International Journal of Human Resource Management,2012,23(7):1481-1506.
[10]Luthans F,Avolio B J.Authentic Leadership:A Positive Developmental Approach[C]∥Cameron K S,Dutton J E,Quinn R E.Positive Organizational Scholarship.San Francisco:Barrett-Koehler Publisher,2003.
[11]Avolio B J,Gardner W L.Authentic Leadership Development:Getting to the Root of Positive Forms of Leadership[J].Leadership Quarterly,2005,16:315-338.
[12]王震,宋萌,孙健敏.真实型领导:概念、测量、形成与作用[J].心理科学进展,2014,22(3):458-473.
[13]Lepine J A,Van Dyne L.Predicting Voice Behavior in Work Groups[J].Journal of Applied Psychology,1998,83(6):853-868.
[14]Bandura A.Social Foundations of Thought and Action:A Social Cognitive Theory[M].Englewood Clifts:Prentice Hall,1986.
[15]Ferris G R,HarrellCook G,Dulebohn J H.Organizational Politics:The Nature of the Relationship Between Politics Perceptions and Political Behavior[J].Research in the Sociology of Organizations,2000,17(3):89-103.
[16]Walumbwa F O,Avolio B J,Gardner W L,et al.Authentic Leadership:Development and Validation of A Theorybased Measure[J].Journal of Management,2008,34(1):89-126.
[17]George B.Authentic Leadership:Rediscovering the Secrets to Creating Value[M].San Francisco:JosseyBass,2003.
[18]Hannah S T,Walumbwa F O.Relationships Between Authentic Leadership,Moral Courage,and Ethical and Pro-social Behaviors[J].Business Ethics Quarterly,2011,21(4):555-578.
[19]Whiting S W,Podsakoff P M,Pierce J R.Effects of Task Performance,Helping,Voice,and Organizational Loyalty on Performance Appraisal Ratings[J].Journal of Applied Psychology,2008,93(1):125-139.
[20]Liang J,Farh C I C,Farh J L.Psychological Antecedents of Promotive and Prohibitive Voice:A Two-wave Examination[J].Academy of Management Journal,2012,55(1):71-92.
[21]Kacmar K M,Carlson D S.Further Validation of the Perceptions of Politics Scale(pops):A Multiple Sample Investigation[J].Journal of Management,1997,23(5):627-658.
[22]Podsakoff P M,Mackenzie S B,Lee J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].The Journal of Applied Psychology,2003,88(5):879-903.
[23]Baron R M,Kenny D A.The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations[J].Journal of Personality and Social Psychology,1986,51(6):1162-1173.
[24]Aiken L,West S.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage,1991
[25]周密,赵欣.不同领导方式下团队冲突对员工退缩行为的影响研究[J].东北大学学报(社会科学版),2017,19(1):27-33.