摘要
人力资源归因是员工对组织设计和实施人力资源管理实践真实原因的推断。本文梳理和总结了现有的25项人力资源归因研究,旨在系统呈现人力资源归因的结构类型、影响因素、影响效果及其内在机制与边界条件,并在此基础上讨论可能的未来研究方向。总体来看,员工会对组织的人力资源管理做出不同归因,其主要影响因素是人力资源管理制度以及员工的个体特征。人力资源归因会对员工的情绪、工作态度、工作行为等产生不同程度的影响,直线领导、团队的归因共识、任务个别化协议和工会实践会调节人力资源归因的影响效果。这些影响是通过社会交换、组织支持、资源保存和工作要求-资源等机制实现的。未来研究应探究集体人力资源归因的内涵、属性和作用,考察领导因素对人力资源归因的影响,关注员工身份导致的人力资源归因差异,挖掘人力资源归因效果的边界条件,识别人力资源归因作用的动机和情绪路径。
Human resource attributions are defined as an employee’s inference of intention for his/her organization’s designing and implementing human resource management.This paper conducts a systematic review of HR attributions based on 25 studies.Overall,HR attributions can be categorized into three patterns,and they are determined by both individual differences and the organizational HRM system.Through social exchange theory,social identity theory,conservation of resources theory,and job demands-resources model,HR attributions have been found to have significant effects on employees’emotions,work attitudes and behavior.In addition,the consequences of HR attribution are contingent on the line manager,team attribution consensus,task idiosyncratic deals and trade unions.Future researches are advised to investigate the connotation and effects of team-level HR attributions and the influences of line managers and employees on HR attributions.Furthermore,further researches should explore both the boundary conditions as well as the mechanisms(i.e.,motivational,and emotional mechanisms)of the effects of HR attribution.
作者
宋瑶
王震
宋萌
Song Yao;Wang Zhen;Song Meng(Business school,Central University of Finance and Economics,Beijing 100081;School of Economics and Management,Beijing University of Technology,Beijing 100124)
出处
《管理评论》
CSSCI
北大核心
2022年第11期181-192,共12页
Management Review
基金
国家自然科学基金项目(72172170,71772193)
关键词
人力资源归因
人力资源管理系统
人力资源管理实践
human resource attributions
human resource management system
human resource management implementation
作者简介
宋瑶,中央财经大学商学院博士研究生;通讯作者:王震,中央财经大学商学院教授,博士生导师,博士;宋萌,北京工业大学经济与管理学院副教授,硕士生导师,博士。
