承诺型人力资源管理实践与团队创新:一个跨层次研究模型
|
摘要
基于创造力成分理论和社会认同理论,考察了承诺型人力资源管理实践对团队创新绩效的跨层次影响机制与边界条件。通过多层结构方程模型,对来自60家高新技术企业60名人力资源部门主管、228名团队领导和2 166名员工的配对调查数据的分析,结果发现:(1)承诺型人力资源管理实践对团队创新绩效、团队凝聚力具有显著正向影响;(2)团队凝聚力对团队创新绩效具有显著正向影响,且其在承诺型人力资源管理实践与团队创新绩效之间起到显著中介作用;(3)团队信息分享正向调节了承诺型人力资源管理实践与团队凝聚力之间的关系,以及团队凝聚力在承诺型人力资源管理实践与团队创新绩效之间的中介作用。
Drawing on creativity components theory and social identity theory, we explored the cross-level influence of commitment human resource management practices implemented by organizations on team innovation performance, and the influence mechanism via team cohesion and its boundary condition of team information sharing.We tested our hypotheses using data gathered from 60 high-technology firms in China, including multiple-source:60 HR supervisors, 228 team leaders and 2,166 individual members form 228 work teams. The results of multi-level structural equation modeling analysis indicated that:(1) Commitment human resource management practices were positively related to team innovation performance and team cohesion.(2) Team cohesion mediated the relationship between commitment human resource management practices and team innovation performance.(3) Team information sharing accentuated the relationship between commitment human resource management practices and team cohesion, and then fostered team innovation performance.
Drawing on creativity components theory and social identity theory, we explored the cross-level influence of commitment human resource management practices implemented by organizations on team innovation performance, and the influence mechanism via team cohesion and its boundary condition of team information sharing.We tested our hypotheses using data gathered from 60 high-technology firms in China, including multiple-source:60 HR supervisors, 228 team leaders and 2,166 individual members form 228 work teams. The results of multi-level structural equation modeling analysis indicated that:(1) Commitment human resource management practices were positively related to team innovation performance and team cohesion.(2) Team cohesion mediated the relationship between commitment human resource management practices and team innovation performance.(3) Team information sharing accentuated the relationship between commitment human resource management practices and team cohesion, and then fostered team innovation performance.
引文
陈春花.2016.共享时代的到来需要管理新范式[J].管理学报,13(2):157-164.
陈丝璐.2017.集体主义人力资源实践对科研团队创新绩效的作用机制[J].科技进步与对策,34(5):142-147.
何会涛,彭纪生.2008.人力资源管理实践对创新绩效的作用机理研究:基于知识管理和组织学习视角的整合框架[J].外国经济与管理,30(8):53-59.
李秀凤,孙健敏,林丛丛.2017.高绩效工作系统对员工心理契约破裂的影响:一个跨层的被调节中介[J].心理科学,(2):442-447.
李燕萍,龙玎.2014.国内外高承诺人力资源管理理论综述及其运用研究[J].科技进步与对策,31(4):156-160.
林美珍.2010.团队凝聚力的研究述评[J].科学与管理,30(1):20-23.
苗仁涛,王冰,刘军.2016.高绩效工作系统与团队创新绩效:一个有调节的中介作用模型[J].科技管理研究,36(18):110-115.
王朝晖.2016.高承诺工作系统与企业竞争优势:社会氛围和探索式创新的复合多重中介作用[J].科学学与科学技术管理,37(7):159-169.
王宏蕾,孙健敏.2017.高绩效工作系统与创新行为的关系研究:一个有调节的中介模型[J].科学学与科学技术管理,38(12):61-73.
魏巍,彭纪生.2018.人力资源管理系统构型差异性、组织心理所有权与员工创造力[J].商业经济与管理,(1):27-36.
袁庆宏,张华磊,王震,等.2015.研发团队跨界活动对团队创新绩效的“双刃剑”效应-团队反思的中介作用和授权领导的调节作用[J].南开管理评论,18(3):13-23.
Amabile T M,Conti R,Coon H,et al.1996.Assessing the work environment for creativity[J].Academy of Management Journal,39(5):1154-1184.
Ancona D G,Caldwell D F.1992.Bridging the boundary:External activity and performance in organizational teams[J].Administrative Science Quarterly,37(4):634-665.
Ancona D G,Caldwell D F.1992.Demography and design:Predictors of new product team performance[J].Organization Science,3(3):321-341.
Anderson N R,West M A.1998.Measuring climate for work group innovation:Development and validation of the team climate inventory[J].Journal of Organizational Behavior,19(3):235-258.
Anderson N,De Dreu C K W,Nijstad B A.2004.The routinization of innovation research:A constructively critical review of the state-of-the-science[J].Journal of Organizational Behavior,25(2):147-173.
Anderson N,Poto nik K,Zhou J.2014.Innovation and creativity in organizations:A state-of-the-science review,prospective commentary,and guiding framework[J].Journal of Management,40(5):1297-1333.
Arthur J B.1994.Effects of human resource systems on manufacturing performance and turnover[J].Academy of Management Journal,37(3):670-687.
Ashforth B E,Mael F A.1992.Social identity theory and the organization[J].Academy of Management Review,14(1):20-39.
Chang S,Jia L,Takeuchi R,et al.2014.Do high-commitment work systems affect creativity?A multilevel combinational approach to employee creativity[J].Journal of Applied Psychology,99(4):665-680.
Charalampos M,Ronit K,Olga E.2015.Creative leadership:A multi-context conceptualization[J].Academy of Management Annals,9(1):393-482.
Chiang Y H,Shih H A,Hsu C C.2014.High commitment work system,transactive memory system,and new product performance[J].Journal of Business Research,67(4):631-640.
De Dreu C K W,West M A.2001.Minority dissent and team innovation:The importance of participation in decision making[J].Journal of Applied Psychology,86(6):1191-1201.
Den Hartog D N,Boon C,Verburg R M,et al.2013.HRM,communication,satisfaction,and perceived performance:Across-level test[J].Journal of Management,39(6):1637-1665.
Ebadi Y M,Utterback J M.1984.The effects of communication on technological innovation[J].Management Science,30(5):572-585.
Edwards J R,Lambert L S.2007.Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis[J].Psychological Methods,12(1):1-22.
Fredrickson B L,Tugade M M,Waugh C E,et al.2003.What good are positive emotions in crises?A prospective study of resilience and emotions following the terrorist attacks on the United States on September 11th,2001[J].Journal of Personality&Social Psychology,84(2):365-376.
Guest D E.1997.Human resource management and performance:A review and research agenda[J].International Journal of Human Resource Management,8(3):263-276.
Harrison D A,Price K H,Bell M P.1998.Beyond relational demography:Time and the effects of surface-and deep-level diversity on work group cohesion[J].Academy of Management Journal,41(1):96-107.
Hofmann D A,Gavin M B.1998.Centering decisions in hierarchical linear models:Implications for research in organizations[J].Journal of Management,24(5):623-641.
Hu J,Erdogan B,Jiang K,et al.2018.Leader humility and team creativity:The role of team information sharing,psychological safety,and power distance[J].Journal of Applied Psychology,103(3):313-323.
Hülsheger U R,Anderson N,Salgado J F.2009.Team-level predictors of innovation at work:A comprehensive meta-analysis spanning three decades of research[J].Journal of Applied Psychology,94(5):1128-1145.
Jiang K,Lepak D P,Hu J,et al.2012.How does human resource management influence organizational outcomes?A meta-analytic investigation of mediating mechanisms[J].Academy of Management Journal,55(6):1264-1294.
Kehoe R R,Collins C J.2017.Human resource management and unit performance in knowledge-intensive work[J].Journal of Applied Psychology,102(8):1222-1236.
Kidwell R E,Mossholder K W,Bennett N.1997.Cohesiveness and organizational citizenship behavior:A multilevel analysis using work groups and individuals[J].Journal of Management,23(6):775-793.
Latorre F,Guest D,Ramos J,et al.2016.High commitment HR practices,the employment relationship and job performance:A test of a mediation model[J].European Management Journal,34(4):328-337.
Leana C R.1985.A partial test of Janis'groupthink model:Effects of group cohesiveness and leader behavior on defective decision making[J].Journal of Management,11(1):5-17.
Lin C H,Sanders K.2017.HRM and innovation:A multi-level organizational learning perspective[J].Human Resource Management Journal,27(2):300-317.
Liu D,Gong Y,Zhou J,et al.2017.Human resource systems,employee creativity,and firm innovation:The moderating role of firm ownership[J].Academy of Management Journal,60(3):1164-1188.
Lott A J,Lott B E.1965.Group cohesiveness as interpersonal attraction:A review of relationships with antecedent and consequent variables[J].Psychological Bulletin,64(4):259-309.
Lvina E,Johns G,Vandenberghe C.2018.Team political skill composition as a determinant of team cohesiveness and performance[J].Journal of Management,44(3):1001-1028.
Madrid H P,Totterdell P,Niven K,et al.2016.Leader affective presence and innovation in teams[J].Journal of Applied Psychology,101(5):673-686.
Mathieu J E,Heffner T S,Goodwin G F,et al.2000.The influence of shared mental models on team process and performance[J].Journal of Applied Psychology,85(2):273-283.
Mathieu J E,Kukenberger M R,D'Innocenzo L,et al.2015.Modeling reciprocal team cohesion-performance relationships,as impacted by shared leadership and members'competence[J].Journal of Applied Psychology,100(3):713-734.
Mathieu J,Maynard M T,Rapp T,et al.2008.Team effectiveness 1997-2007:A review of recent advancements and a glimpse into the future[J].Journal of Management,34(3):410-476.
Mullen B,Copper C.1994.The relation between group cohesiveness and performance:An integration[J].Psychological Bulletin,115(2):210-227.
Muthén L K,Muthén B O.1998-2015.Mplus User's Guide[M].7th ed.Los Angeles:Muthén&Muthén.
Nonaka I.2007.The knowledge-creating company[J].Harvard Business Review,85(7/8):162-171.
Pace R C.1990.Personalized and depersonalized conflict in small group discussions:An examination of differentiation[J].Small Group Research,21(1):79-96.
Pratt M G.1998.To be or not to be:Central questions in organizational identification//Whetten D A,Godfrey P C.Identity in Organizations[M].Thousand Oaks:Sage.
Preacher K J,Selig J P.2012.Advantages of Monte Carlo confidence intervals for indirect effects[J].Communication Methods and Measures,6(2):77-98.
Preacher K J,Zyphur M J,Zhang Z.2010.A general multilevel SEM framework for assessing multilevel mediation[J].Psychological Methods,15(3):209-233.
Seibert S E,Wang G,Courtright S H.2011.Antecedents and consequences of psychological and team empowerment in organizations:A meta-analytic review[J].Journal of Applied Psychology,96(5):981-1003.
Tajfel H,Turner J C.1986.The social of identity theory of intergroup behavior//Worchel S,Austin W G.Psychology of Intergroup Relations[M].Chicago:Nelson.
Tsui A S,Pearce J L,Porter L W,et al.1997.Alternative approaches to the employee-organization relationship:Does investment in employees pay off?[J].Academy of Management Journal,40(5):1089-1121.
West M A,Anderson N R.1996.Innovation in top management teams[J].Journal of Applied Psychology,81(6):680-693.
West M A,Farr J L.1989.Innovation at work:Psychological perspectives[J].Social Behaviour,4(1):15-30.
Xiao Z X,Tsui A S.2007.When brokers may not work:The cultural contingency of social capital in Chinese high-tech firms[J].Administrative Science Quarterly,51(1):1-31.
Xiao Z,Bj?rkman I.2006.High commitment work systems in Chinese organizations:A preliminary measure[J].Management&Organization Review,2(3):403-422.
Zhang Z M,Zyphur M J,Preacher K J.2009.Testing multilevel mediation using hierarchical linear models:Problems and solutions[J].Organizational Research Methods,12(4):695-719.
Zhou Y,Liu X Y,Hong Y.2012.When western HRM constructs meet Chinese contexts:Validating the pluralistic structures of human resource management systems in China[J].International Journal of Human Resource Management,23(19):3983-4008.
(1)http://www.360doc.com/content/18/0328/10/28639078_740827957.shtml
陈丝璐.2017.集体主义人力资源实践对科研团队创新绩效的作用机制[J].科技进步与对策,34(5):142-147.
何会涛,彭纪生.2008.人力资源管理实践对创新绩效的作用机理研究:基于知识管理和组织学习视角的整合框架[J].外国经济与管理,30(8):53-59.
李秀凤,孙健敏,林丛丛.2017.高绩效工作系统对员工心理契约破裂的影响:一个跨层的被调节中介[J].心理科学,(2):442-447.
李燕萍,龙玎.2014.国内外高承诺人力资源管理理论综述及其运用研究[J].科技进步与对策,31(4):156-160.
林美珍.2010.团队凝聚力的研究述评[J].科学与管理,30(1):20-23.
苗仁涛,王冰,刘军.2016.高绩效工作系统与团队创新绩效:一个有调节的中介作用模型[J].科技管理研究,36(18):110-115.
王朝晖.2016.高承诺工作系统与企业竞争优势:社会氛围和探索式创新的复合多重中介作用[J].科学学与科学技术管理,37(7):159-169.
王宏蕾,孙健敏.2017.高绩效工作系统与创新行为的关系研究:一个有调节的中介模型[J].科学学与科学技术管理,38(12):61-73.
魏巍,彭纪生.2018.人力资源管理系统构型差异性、组织心理所有权与员工创造力[J].商业经济与管理,(1):27-36.
袁庆宏,张华磊,王震,等.2015.研发团队跨界活动对团队创新绩效的“双刃剑”效应-团队反思的中介作用和授权领导的调节作用[J].南开管理评论,18(3):13-23.
Amabile T M,Conti R,Coon H,et al.1996.Assessing the work environment for creativity[J].Academy of Management Journal,39(5):1154-1184.
Ancona D G,Caldwell D F.1992.Bridging the boundary:External activity and performance in organizational teams[J].Administrative Science Quarterly,37(4):634-665.
Ancona D G,Caldwell D F.1992.Demography and design:Predictors of new product team performance[J].Organization Science,3(3):321-341.
Anderson N R,West M A.1998.Measuring climate for work group innovation:Development and validation of the team climate inventory[J].Journal of Organizational Behavior,19(3):235-258.
Anderson N,De Dreu C K W,Nijstad B A.2004.The routinization of innovation research:A constructively critical review of the state-of-the-science[J].Journal of Organizational Behavior,25(2):147-173.
Anderson N,Poto nik K,Zhou J.2014.Innovation and creativity in organizations:A state-of-the-science review,prospective commentary,and guiding framework[J].Journal of Management,40(5):1297-1333.
Arthur J B.1994.Effects of human resource systems on manufacturing performance and turnover[J].Academy of Management Journal,37(3):670-687.
Ashforth B E,Mael F A.1992.Social identity theory and the organization[J].Academy of Management Review,14(1):20-39.
Chang S,Jia L,Takeuchi R,et al.2014.Do high-commitment work systems affect creativity?A multilevel combinational approach to employee creativity[J].Journal of Applied Psychology,99(4):665-680.
Charalampos M,Ronit K,Olga E.2015.Creative leadership:A multi-context conceptualization[J].Academy of Management Annals,9(1):393-482.
Chiang Y H,Shih H A,Hsu C C.2014.High commitment work system,transactive memory system,and new product performance[J].Journal of Business Research,67(4):631-640.
De Dreu C K W,West M A.2001.Minority dissent and team innovation:The importance of participation in decision making[J].Journal of Applied Psychology,86(6):1191-1201.
Den Hartog D N,Boon C,Verburg R M,et al.2013.HRM,communication,satisfaction,and perceived performance:Across-level test[J].Journal of Management,39(6):1637-1665.
Ebadi Y M,Utterback J M.1984.The effects of communication on technological innovation[J].Management Science,30(5):572-585.
Edwards J R,Lambert L S.2007.Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis[J].Psychological Methods,12(1):1-22.
Fredrickson B L,Tugade M M,Waugh C E,et al.2003.What good are positive emotions in crises?A prospective study of resilience and emotions following the terrorist attacks on the United States on September 11th,2001[J].Journal of Personality&Social Psychology,84(2):365-376.
Guest D E.1997.Human resource management and performance:A review and research agenda[J].International Journal of Human Resource Management,8(3):263-276.
Harrison D A,Price K H,Bell M P.1998.Beyond relational demography:Time and the effects of surface-and deep-level diversity on work group cohesion[J].Academy of Management Journal,41(1):96-107.
Hofmann D A,Gavin M B.1998.Centering decisions in hierarchical linear models:Implications for research in organizations[J].Journal of Management,24(5):623-641.
Hu J,Erdogan B,Jiang K,et al.2018.Leader humility and team creativity:The role of team information sharing,psychological safety,and power distance[J].Journal of Applied Psychology,103(3):313-323.
Hülsheger U R,Anderson N,Salgado J F.2009.Team-level predictors of innovation at work:A comprehensive meta-analysis spanning three decades of research[J].Journal of Applied Psychology,94(5):1128-1145.
Jiang K,Lepak D P,Hu J,et al.2012.How does human resource management influence organizational outcomes?A meta-analytic investigation of mediating mechanisms[J].Academy of Management Journal,55(6):1264-1294.
Kehoe R R,Collins C J.2017.Human resource management and unit performance in knowledge-intensive work[J].Journal of Applied Psychology,102(8):1222-1236.
Kidwell R E,Mossholder K W,Bennett N.1997.Cohesiveness and organizational citizenship behavior:A multilevel analysis using work groups and individuals[J].Journal of Management,23(6):775-793.
Latorre F,Guest D,Ramos J,et al.2016.High commitment HR practices,the employment relationship and job performance:A test of a mediation model[J].European Management Journal,34(4):328-337.
Leana C R.1985.A partial test of Janis'groupthink model:Effects of group cohesiveness and leader behavior on defective decision making[J].Journal of Management,11(1):5-17.
Lin C H,Sanders K.2017.HRM and innovation:A multi-level organizational learning perspective[J].Human Resource Management Journal,27(2):300-317.
Liu D,Gong Y,Zhou J,et al.2017.Human resource systems,employee creativity,and firm innovation:The moderating role of firm ownership[J].Academy of Management Journal,60(3):1164-1188.
Lott A J,Lott B E.1965.Group cohesiveness as interpersonal attraction:A review of relationships with antecedent and consequent variables[J].Psychological Bulletin,64(4):259-309.
Lvina E,Johns G,Vandenberghe C.2018.Team political skill composition as a determinant of team cohesiveness and performance[J].Journal of Management,44(3):1001-1028.
Madrid H P,Totterdell P,Niven K,et al.2016.Leader affective presence and innovation in teams[J].Journal of Applied Psychology,101(5):673-686.
Mathieu J E,Heffner T S,Goodwin G F,et al.2000.The influence of shared mental models on team process and performance[J].Journal of Applied Psychology,85(2):273-283.
Mathieu J E,Kukenberger M R,D'Innocenzo L,et al.2015.Modeling reciprocal team cohesion-performance relationships,as impacted by shared leadership and members'competence[J].Journal of Applied Psychology,100(3):713-734.
Mathieu J,Maynard M T,Rapp T,et al.2008.Team effectiveness 1997-2007:A review of recent advancements and a glimpse into the future[J].Journal of Management,34(3):410-476.
Mullen B,Copper C.1994.The relation between group cohesiveness and performance:An integration[J].Psychological Bulletin,115(2):210-227.
Muthén L K,Muthén B O.1998-2015.Mplus User's Guide[M].7th ed.Los Angeles:Muthén&Muthén.
Nonaka I.2007.The knowledge-creating company[J].Harvard Business Review,85(7/8):162-171.
Pace R C.1990.Personalized and depersonalized conflict in small group discussions:An examination of differentiation[J].Small Group Research,21(1):79-96.
Pratt M G.1998.To be or not to be:Central questions in organizational identification//Whetten D A,Godfrey P C.Identity in Organizations[M].Thousand Oaks:Sage.
Preacher K J,Selig J P.2012.Advantages of Monte Carlo confidence intervals for indirect effects[J].Communication Methods and Measures,6(2):77-98.
Preacher K J,Zyphur M J,Zhang Z.2010.A general multilevel SEM framework for assessing multilevel mediation[J].Psychological Methods,15(3):209-233.
Seibert S E,Wang G,Courtright S H.2011.Antecedents and consequences of psychological and team empowerment in organizations:A meta-analytic review[J].Journal of Applied Psychology,96(5):981-1003.
Tajfel H,Turner J C.1986.The social of identity theory of intergroup behavior//Worchel S,Austin W G.Psychology of Intergroup Relations[M].Chicago:Nelson.
Tsui A S,Pearce J L,Porter L W,et al.1997.Alternative approaches to the employee-organization relationship:Does investment in employees pay off?[J].Academy of Management Journal,40(5):1089-1121.
West M A,Anderson N R.1996.Innovation in top management teams[J].Journal of Applied Psychology,81(6):680-693.
West M A,Farr J L.1989.Innovation at work:Psychological perspectives[J].Social Behaviour,4(1):15-30.
Xiao Z X,Tsui A S.2007.When brokers may not work:The cultural contingency of social capital in Chinese high-tech firms[J].Administrative Science Quarterly,51(1):1-31.
Xiao Z,Bj?rkman I.2006.High commitment work systems in Chinese organizations:A preliminary measure[J].Management&Organization Review,2(3):403-422.
Zhang Z M,Zyphur M J,Preacher K J.2009.Testing multilevel mediation using hierarchical linear models:Problems and solutions[J].Organizational Research Methods,12(4):695-719.
Zhou Y,Liu X Y,Hong Y.2012.When western HRM constructs meet Chinese contexts:Validating the pluralistic structures of human resource management systems in China[J].International Journal of Human Resource Management,23(19):3983-4008.
(1)http://www.360doc.com/content/18/0328/10/28639078_740827957.shtml