Su Zhongxing, Zhou Mengfei, Li Xiaobei, Yang Yuxin, Shi Wei
School of Labor and Human Resources, Renmin University of China, Beijing, China.
Shanghai Business School, Shanghai, China.
Front Psychol. 2023 Jan 25;14:1036113. doi: 10.3389/fpsyg.2023.1036113. eCollection 2023.
Individual social ties have been an important source of competitive advantages for hightech firms in the knowledge economy. However, the existing cross-level studies have mainly investigated the impact of HRM systems on traditional individual attitudinal or behavioral outcomes, and few studies have examined the effect of SHRM on individual social ties. Based on the data collected from 363 knowledge employees working in 64 high-tech firms in China, we examine the cross-level relationships among collaborative HRM practices, climate for cooperation and employee intra-organizational social ties. The hierarchical linear model results show that organizational-level collaborative HRM practices have significant positive effects on the number and strength of individual-level intra-organizational social ties, and the climate for cooperation mediates the positive cross-level relationship between collaborative HRM and individual intra-organizational social ties. This study makes three contributions to the literature. First, with a cross-level model, this study helps us better understand how collaborative HRM acts as an approach to manage individuals' social capital formation. Second, this study makes contribution to the social network literature by showing how organizational contextual factors (HRM practices and organizational climate) affect employee individual social ties. Third, based on the AMO model, this paper developed a more clear construct and a three-dimension measurement of the collaborative HRM.
在知识经济中，个人社会关系一直是高科技企业竞争优势的重要来源。然而，现有的跨层次研究主要考察了人力资源管理系统对传统个人态度或行为结果的影响，很少有研究探讨战略人力资源管理对个人社会关系的影响。基于对中国64家高科技企业的363名知识型员工收集的数据，我们考察了协作式人力资源管理实践、合作氛围与员工组织内社会关系之间的跨层次关系。分层线性模型结果表明，组织层面的协作式人力资源管理实践对个人层面组织内社会关系的数量和强度有显著的正向影响，合作氛围在协作式人力资源管理与个人组织内社会关系之间的正向跨层次关系中起中介作用。本研究对文献有三点贡献。第一，通过跨层次模型，本研究有助于我们更好地理解协作式人力资源管理如何作为一种管理个人社会资本形成的方法。第二，本研究通过展示组织情境因素（人力资源管理实践和组织氛围）如何影响员工个人社会关系，对社会网络文献做出了贡献。第三，基于AMO模型，本文开发了一个更清晰的协作式人力资源管理结构和三维测量方法。
