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以员工感知的人力资源管理实践为中介变量,构建了人力资源管理实践与价值观一致性关系的跨层分析模型。通过对25家企业102个工作团队的实证研究发现,员工感知的关系型人力资源管理实践中介团队关系型人力资源管理实践与组织价值观一致性,员工感知的参与型人力资源管理实践部分中介团队参与型人力资源管理实践与组织价值观一致性。研究结论显示,与参与型人力资源管理实践相比,员工更容易感知到企业推动的关系型管理活动,对企业共享价值观的形成起到较好的促进作用。
Based on human resource management practices perceived by employees, a cross-layer analysis model of the consistency between human resource management practices and values is constructed. Through the empirical research on 102 work teams in 25 enterprises, it is found that employee-aware relational HRM practice is based on the interoperability of relational human resources management practice and organizational values, participatory human resource management practices perceived by employees, Human Resource Management Practice and Organizational Values. The conclusion of the study shows that compared with the participatory HRM practice, employees are more likely to perceive the relationship-based management activities promoted by the enterprise and play a better role in promoting the formation of the shared value of the enterprise.