高承诺人力资源管理对内部人身份感知的作用机制研究

Research on the Mechanism of High Commitment Human Resource Management Based on Organizational Self-esteem and Organizational Identity

摘要: 以对贵州电力企业调查所获得的数据，通过多元回归方法分析高承诺人力资源管理实践对员工内部人身份感知的影响，检验基于组织的自尊和组织认同在高承诺人力资源管理实践对员工内部人身份感知中的中介作用。研究结果表明：高承诺人力资源管理实践对内部人身份感知有显著的正向影响；基于组织的自尊在高承诺人力资源管理实践对员工内部人身份感知的影响中起完全中介作用；组织认同在高承诺人力资源管理实践对员工内部人身份感知的影响中具有部分中介作用。

Abstract: To reveal the effect mechanism of high commitment human resource management practices (HCHRMPs) on perceived insider status throughthe data collected from Guizhou Power Co., and by means of multiple regression analysis, the results show that HCHRMPs have a significant positive effect on perceived insider status, organization-based self-esteem totally mediated the relationship between HCHRMPs and perceived insider status and organizational identification plays as a partial mediator in the relationship between HCHRMPs and perceived insider status.