摘要
工作和家庭是员工生活的两个重要领域,由于资源限制而产生的工作家庭冲突成为影响个体目标实现最为重要的压力源。然而,既有研究并未系统揭示中国情景下究竟哪些人力资源实践有助于工作家庭冲突的解决和个体绩效的提升。基于此,本文通过文献研究、专家研讨、扎根访谈、探索性因子分析以及验证性因子分析等,得到包含一阶四因子和二阶一维18题项的中国情境下工作家庭平衡型人力资源实践量表(WFBHRP),并以员工绩效为关联效标,结合全国2197份样本对该量表进行了关联效度检验。本文在理论上丰富了中国特定情境下导向性人力资源实践的研究,为后续相关研究提供了测量工具,同时,在实践上为组织特定人力资源实践措施制定和组织绩效提升提供了理论依据与决策借鉴。
Work and family are two main important fields in the individual life. The work family conflict becomes the most important source of the pressure to realize the organizational and individual objective due to the resource constraints. However,the current researches didn＇t illustrate which human resource practices will exactly help to settle down the work family conflict and improve the employee performance in Chinese context？ Based on above,the paper conceived WFB-HRP scale with 18 items in Chinese context, which includes first order with four factors and second order with one dimension, through the literature review, the expert brain storm, the grounded qualitative interview, the exploratory factor analysis, （EFA） , and the confirmatory factor analysis, （CFA） and so on. The four factors are the flexible schedule, the family caring, the employee assistance and the paid vacation. What＇s more, the paper made the correlation validity test based on the employee performance and 2,197 samples from all over the country. According to the regression result,the total effect of WFB-HRP on Employee Performance is 0. 404, （p 〈 O. 001 ）, the effects of the flexible schedule, the family caring, the employee assistance and the paid vacation are respectively O. 123（p 〈0.05） ,0. 292（p 〈0. 001） ,0. 067（p 〈0. 05） ,and 0. 108（p 〈0.05）. In summary,the WFB-HRP scale in Chinese context is consistent with the AMO theory of HRM that means the ability, motivation and opportunity in the connotation, responds the true work family conflicts of the Chinese employee in reality, meets their demands of the enforcement of the work family responsibility, abides by the social exchange and the resource conservation in the theory,and is consistent with the human resource practice that the enterprises have been enforced, are being and intends to be implemented in the practice. The current research shows that the human resource practice plays a positive role in the individual and organizational performance,but the effects of the different aspects of the human resource practice on the resuh variable are not consistent with each other. According to the regression results of the research, all factors of the WFB-HRP have significantly positive prediction effects on the employee performance. Despite of their effects on employee performance are different, but the overall effect of WFB-HRP on the employee performance that is up to O. 404（ p 〈0. 001 ）. The results show that the WFB- HRP has significantly positive prediction effect on the employee performance. Thus confirmed the relevant research conclusion again, and further more responded the relevant research initiatives. The relevant research results on the relationship between the WFB-HRP and the employee performance show that the human resource practices are contribute to the employee performance. However, the existing research does not reveal which kind of the human resource activities is contribute to the employee performance, which results in the subsequent research difficult to continue. Therefore,all these will not be conducive to conceive the appropriate human resource practice and fully reveal the mechanism of the human resource practice on the individual and organizational performance ultimately. So it is difficult for the enterprise how to make and scientific and reasonable human resource management decision. In the theoretic aspect,the research clearly defined the connotation of WFB-HRP in Chinese context based on combing the relevant concepts of WFB-HRP, explored the unique characteristics, contents and compositions of WFB-HRP, further improved the measurement scale of WFB-HRP in Chinese context,enriched the relevant researches of the oriented human resource practice in Chinese specific situations, and provided the measurement tools of WFB-HRP in the Chinese scenario in the methodology,and extended and deepened the study of WFB-HRP. In the practice view, the study will help to deepen the understanding of the people from the academic and industry in the connotation composition and measurement of WFB-HRP,and to illustrate its relationship with outcome variables, which make the organizational management strategy more effective in order to improve the employee performance and satisfaction. Based on above, the subsequent research can explore the cross layer and longitudinal action mechanism and boundary conditions of WFB-HRP on the result variables.
出处
《经济管理》
CSSCI
北大核心
2018年第2期120-139,共20页
Business and Management Journal ( BMJ )
基金
国家社会科学基金项目"中国情境下工作-家庭平衡导向人力资源实践对绩效影响的纵向研究"(14BGL200)
国家社会科学基金项目"两化融合情境下双元性人力资源实践对创新绩效影响的跨层纵向研究"(16BGL107)
中央高校基本科研业务费专项资金项目(武汉理工大学人文社科重点项目)"包容性人力资源实践对团队创新绩效影响的纵向研究:双元融合视角"(2017VI017)
关键词
中国情境
工作家庭平衡
人力资源实践
员工绩效
chinese context
work family balance
human resource practice
grounded qualitative interview
employee performance
