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

doi:10.15936/j.cnki.1008-3758.2018.04.007

东北大学学报（社会科学版） ›› 2018, Vol. 20 ›› Issue (4): 373-379.DOI: 10.15936/j.cnki.1008-3758.2018.04.007

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

贾建锋，焦玉鑫，赵若男

(东北大学工商管理学院，辽宁沈阳110169)

收稿日期:2018-01-15 修回日期:2018-01-15 出版日期:2018-07-25 发布日期:2018-07-25
通讯作者: 贾建锋
作者简介:贾建锋(1980-)，男，山西晋中人，东北大学副教授，管理学博士，主要从事组织行为与人力资源管理、创新创业管理研究。
基金资助:
国家自然科学基金资助项目(71672031);教育部人文社会科学研究规划基金资助项目(16YJA630018， 17YJA630093);中央高校基本科研业务专项资金资助项目(N160602001);辽宁省社会科学基金重点资助项目(L17AGL005)。

The Influence of Authentic Leadership on the Strength of Human Resource Management——The Mediating Role of Employee Voice Behavior and the Moderating Effect of Perceptions of Organizational Politics

JIA Jian-feng， JIAO Yu-xin， ZHAO Ruo-nan

(School of Business Administration， Northeastern University， Shenyang 110169， China)

Received:2018-01-15 Revised:2018-01-15 Online:2018-07-25 Published:2018-07-25
Contact: -
About author:-
Supported by:
-

摘要/Abstract

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。

关键词: 真实型领导, 员工建言行为, 人力资源管理强度, 组织政治知觉

Abstract: 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.

Key words: authentic leadership, employee voice behavior, strength of human resource management, perceptions of organizational politics

中图分类号:

C936

贾建锋，焦玉鑫，赵若男. 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[J]. 东北大学学报（社会科学版）, 2018, 20(4): 373-379.

JIA Jian-feng， JIAO Yu-xin， ZHAO Ruo-nan. The Influence of Authentic Leadership on the Strength of Human Resource Management——The Mediating Role of Employee Voice Behavior and the Moderating Effect of Perceptions of Organizational Politics[J]. Journal of Northeastern University(Social Science), 2018, 20(4): 373-379.

参考文献

[1]Martin-Alcazar F，Romero-Fernndez P M. Human Resource Management as A Field of Research［J］. British Journal of Management， 2008，19(2):103-119.
[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 Theory-based Measure［J］. Journal of Management， 2008，34(1):89-126.
[17]George B. Authentic Leadership: Rediscovering the Secrets to Creating Value［M］. San Francisco: Jossey-Bass， 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.

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

The Influence of Authentic Leadership on the Strength of Human Resource Management——The Mediating Role of Employee Voice Behavior and the Moderating Effect of Perceptions of Organizational Politics

RichHTML

PDF (PC)

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 3

编辑推荐

Metrics

本文评价

[1]	王弘钰，李云剑. 员工联产信念与建言行为的影响机制研究——基于员工追随力反向视角的研究框架[J]. 东北大学学报（社会科学版）, 2018, 20(2): 155-161.
[2]	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.
[3]	黄维德，陈欣，张海燕. 中国情境下组织内迎合行为相关实证研究[J]. 东北大学学报（社会科学版）, 2015, 17(1): 44-50.