Yang Yifan, Mostafa Ahmed Mohammed Sayed
University of Bristol Business School, University of Bristol, Bristol, United Kingdom.
Leeds University Business School, University of Leeds, Leeds, United Kingdom.
Front Psychol. 2024 Oct 29;15:1494186. doi: 10.3389/fpsyg.2024.1494186. eCollection 2024.
Drawing on social exchange and social identity theories, this study examines the mediating role of organizational identification on the relationship between high-performance human resource practices (HPHRPs) and employee commitment. The study further examines the moderating role of organizational culture in this mediated relationship.
A cross-sectional survey was conducted with 340 employees from state-owned enterprises in China, and SPSS was used to test the hypothesized relationships.
The results indicate that organizational identification acts as a mediator of the relationship between HPHRPs and employee commitment. Additionally, organizational culture moderates the strength of this mediated relationship, affecting the degree to which HPHRPs foster commitment.
This study contributes to the literature by integrating social exchange and social identity theories to explain the psychological mechanisms underlying the employee-organization relationship. It also extends the understanding of how organizational identification mediates the link between HPHRPs and commitment, and how organizational culture moderates these effects, providing a more comprehensive understanding of these interrelated dynamics in organizational settings.
本研究借鉴社会交换理论和社会认同理论，考察组织认同在高绩效人力资源实践（HPHRPs）与员工承诺关系中的中介作用。本研究进一步考察组织文化在这种中介关系中的调节作用。
对340名中国国有企业员工进行了横断面调查，并使用SPSS对假设的关系进行了检验。
结果表明，组织认同在HPHRPs与员工承诺的关系中起中介作用。此外，组织文化调节这种中介关系的强度，影响HPHRPs促进承诺的程度。
本研究通过整合社会交换理论和社会认同理论来解释员工与组织关系背后的心理机制，为文献做出了贡献。它还扩展了对组织认同如何中介HPHRPs与承诺之间的联系，以及组织文化如何调节这些影响的理解，从而更全面地理解组织环境中这些相互关联的动态。
