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企业内员工的反生产行为作为一种消极行为,普遍存在组织中,对组织产生很大的负面影响,管理人员迫切希望弄清反生产行为的产生机制,帮助企业预防与抑制反生产行为。本文从人力资源管理实践出发,指出承诺型人力资源管理实践能够增加领导成员交换(LMX)和团队成员交换(TMX),进而减少组织指向的反生产行为和人际指向的反生产行为。继而帮助学者与管理人员全面认识承诺型人力资源管理实践的积极作用,并为企业如何减少反生产行为提供了可借鉴的建议。
As a negative behavior, employees’ anti-production behavior in ubiquitous organization has a great negative impact on the organization. Managers are eager to find out the mechanism of anti-production behavior and help enterprises to prevent and suppress anti-production behavior. Based on human resource management practices, this paper points out that committed human resource management practices can increase LMX and TMX, and then reduce the anti-production behavior and interpersonal anti-production behaviors that the organization points to. In turn, it helps scholars and managers to fully understand the active role of committed human resource management practices and provide suggestions for how to reduce the anti-counterproductive behavior.