人力资源管理实践认知的概念拓展、跨层传递、一致性与交互作用

Research on strategic human resource (HR) management explores the ways that HR practices influence firm performance. According to the HR process approach, a) the perceptions of and reactions to HR practices by HR managers, middle managers, and employees mediate the relationship between HR practices and firm performance and b) the HR perceptual congruence among HR managers, middle managers, and employees strengthens the effects of HR practices on employees’ attitudes and behaviors. However, current research has devoted attention to employees while ignoring the other two key mediators: HR managers and middle managers. This research project will start with a literature review that identifies three types of HR perceptions—perceived content, features, and intent of HR practices and proposes that the three types have an interaction effect on employees’ attitudes and behaviors. This study thus enriches the literature by extending the research domain. Then, drawing on social information processing theory, we will investigate how perceptions of HR practices transfer from HR managers to employees through middle managers and how CEOs’ ratings of HR importance and middle managers’ perceived enabling HR moderate this relationship. This study provides insight into the trickle-down effect of perceptions of HR practices across three different hierarchies within an organization. Following this study, we will test how the HR perceptual congruence between HR managers and middles managers, as well as between middle managers and employees, affects employees' task performance simultaneously. This study is an empirical examination of the fundamental assumptions of the HR process approach. Finally, we will examine the interaction effect between employees’ perceived HR content and HR attribution on employees’ performance through affecting employees’ work engagement and emotional exhaustion. This study refines our understanding of the relationship between employees’ perceptions of and reactions to HR practices. Practically, this project has implications for strengthening the relationship between HR practices and firm performance.

战略人力资源管理学者始终关注人力资源管理影响企业绩效的机制。人力资源管理过程视角指出：1）人力资源管理经由制定、执行与接收者对其的认知与反应影响企业绩效；2）各环节认知一致能加强人力资源管理对员工行为态度的影响。然而，现有研究聚焦于接收者认知与反应这一环节，对其他环节及认知一致的探索较为匮乏。因此，本项目首先基于文献梳理指出人力资源管理认知分为内容、特性和目的三个类型，并提出它们对员工反应存在交互作用，拓宽了研究思路。其次，基于社会信息加工理论探索人力资源管理制定、执行与接收者对其内容认知的跨层传递过程；并分析人力资源管理特性对该过程的影响，丰富了研究层次。随后，考察人力资源管理制定与执行者、执行与接收者对其内容的认知一致和员工绩效的关系，证明了过程视角的基本观点。最后，结合人力资源管理接收者对其内容与目的的认知细化了接收者认知与反应的关系。本项目为企业人力资源管理落地提供了有价值的参考。

本项目围绕人力资源管理过程领域展开研究，研究结果有助于推动该领域发展和企业人力资源管理落地。本项目：（1）通过文献回顾，厘清了人力资源管理认知的内涵、假设、测量和未来方向，有助于领域的发展；（2）依托信号理论，实证检验了管理者与员工人力资源管理认知一致性的重要性，夯实了领域的基础假设；（3）基于社会信息加工理论，实证探索了管理者和员工人力资源管理认知传递的影响因素，丰富了领域的情境条件；（4）基于社会信息加工和信号一致理论，实证探索了社会责任导向的人力资源管理与不同人力资源管理归因对员工绩效的交互作用，拓展了人力资源管理归因的中国化量表。（5）采用与上述研究类似的思路和方法，对技术与人力资源管理、创业者与合伙人支配需求、企业高管和员工个体工作家庭增益等方面展开研究。本项目在理论创新和实践应用上均有一定意义，本项目按计划取得如下形式的成果: （1）项目负责人以第一作者或通讯作者共发表已标注资助号的国际主流SSCI期刊论文5篇，特别是1篇论文发表在人力资源管理领域国际顶级期刊HRM（FT50）上，1篇论文发表在人力资源管理领域国际顶级期刊HRMJ（ABS 4*）上，2篇论文发表在人力资源管理领域国际重要期刊IJHRM（ABS 3）上，1篇论文发表在自然科学基金委管理科学学部认定重要期刊《科学学与科学技术管理》（CSSCI）上；（2）上述发表论文中有 3 篇分获期刊Most Cited Article, All Time Most Read Article或国家一级学会分会年会优秀论文奖等；（3）项目负责人另有3篇相关领域一作或通讯作论文在管理学顶级会议AOM报告；（4）项目负责人依托本课题参与了两项相关课题，分别是国家自然科学基金面上项目和阿里巴巴活水计划；（5）项目负责人与国家一级出版社签订出版教材1部，已完成30万字初稿，并获批校级“十四五规划”教材预立项；（6）项目负责人依托本项目培养在读硕士生4名、在读本科生（保研）1名。