在中国实现可持续发展:广西人力资源管理实践的温和调解模式
Xueqin Zhang1, Zerui Wang1, Junho Lee1
1Department of Business Administration, Hoseo University, Asan, Republic of Korea.
Frontiers in psychology
|July 3, 2025
概括
关西人力资源管理 (HRM) 实践增加了营业额的意图,减少了语音行为. 伦理领导可以通过提高工作意义来缓冲这些负面影响,使组织受益.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 商业道德 商业道德
背景情况:
- 关于人力资源管理 (HRM) 实践对员工发言权和营业额意向的负面影响的研究有限.
- 在中国环境中普遍存在的关西人力资源管理实践,需要对其对员工的影响进行调查.
- 资源保护理论为理解这些关系提供了一个框架.
研究的目的:
- 调查广西人力资源管理实践如何影响员工流动意图和语音行为.
- 探索工作意义在这些关系中的调解作用.
- 检查伦理领导的边界条件对广西人力资源管理实践的影响.
主要方法:
- 在243名员工中进行了三波调查.
- 统计学分析了一种调节调解模型.
- 收集数据以评估广西人力资源管理,工作意义,道德领导,营业额意图和语音行为.
主要成果:
- 关西人力资源管理实践与营业额意图正相关,与语音行为负相关.
- 工作意义显著调解了广西人力资源管理实践与营业额意图和语音行为之间的关系.
- 伦理领导力调节了广西人力资源管理实践与工作意义之间的负面关联,以及它们的间接影响.
结论:
- 关西人力资源管理实践可能会对员工流动和发言产生负面影响,而工作意义是介导的.
- 伦理领导在减轻这些不利影响方面发挥着至关重要的作用.
- 调查结果为管理人员提供了关于在特定文化背景下促进积极员工成果的实用见解.
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