高参与工作系统对新生代员工组织承诺的影响：一个有中介的调节模型

李永周; 余雪钰

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The Influence of High Involvement Work System on Organizational Commitment of New Generation Employees:A mediated moderation model

首发时间：2022-07-20

LI Yongzhou ^{1
2
3}
LI Yongzhou(1968-),Male,Professor and doctoral supervisor,Human Resource Management and Innovative talent development and management
Yu Xueyu

1、Center for Industrial Policy and Management Research in Hubei,Wuhan University of Science and Technology,Wuhan 430065
2、Evergrande School of Mangement,Wuhan University of Science and Technology,Wuhan 430065
3、Evergrande School of Mangement,Wuhan University of Science and Technology,Wuhan 430065

Abstract：In the boundaryless career mode, the problem of frequent turnover, high turnover rate and low employee loyalty has been widely concerned. How to effectively attract, manage and ensure the maximum value of the new generation of employees in the enterprise is an urgent problem to be solved in today\'s enterprise human resources management. Based on the theory of social exchange and resource conservation, this paper takes 457 new generation employees as the research object to explore the influence of high involvement work system on employees\' organizational commitment, and to analyze the mediating effect of employees\' sense of work gain and the moderating effect of family support. The results show that high involvement system has a significant positive impact on employees\' affective commitment, continuance commitment and normative commitment, but has the least impact on employees\' continuance commitment. Employees\' sense of work gain fully mediates the relationship between the high involvement system and employees\' organizational commitment; family support positively moderates the relationship between high involvement work system and employees\' sense of work gain, and further moderates the mediating effect of the sense of work gain. That is, the higher the level of family support, the stronger the positive impact of high involvement work system on the sense of work gain, and the stronger the mediating effect of the sense of work gain in high involvement work system and employees\' emotional commitment, continuous commitment and normative commitment.

keywords： High Involvement Work System Organizational Commitment Sense of Work Gain Family Support New Generation Employees

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高参与工作系统对新生代员工组织承诺的影响：一个有中介的调节模型

李永周 ^{1
2}
LI Yongzhou(1968-),Male,Professor and doctoral supervisor,Human Resource Management and Innovative talent development and management
余雪钰 ²

1、湖北产业政策与管理研究中心，武汉科技大学
2、恒大管理学院，武汉科技大学，武汉 430065

摘要：无边界职业生涯模式下，人员频繁流动，离职率居高不下，员工组织忠诚度低，如何有效吸引、管理并保证新生代员工在企业中发挥最大的价值是当今企业人力资源管理亟需解决的问题。基于社会交换、资源保存理论，以457名新生代员工为调查对象，探讨企业高参与工作系统对员工组织承诺的影响，分析员工工作获得感的中介作用以及家庭支持的调节作用。研究结果表明：高参与工作系统对员工情感承诺、持续承诺和规范承诺有着显著的正向影响，但对员工持续承诺的影响程度最小；员工工作获得感在高参与工作系统和员工组织承诺之间起完全中介作用；家庭支持在高参与工作系统与员工工作获得感之间起正向调节作用，也进一步调节了工作获得感的中介作用，即家庭支持水平越高，高参与工作系统对工作获得感的积极影响越强，工作获得感在高参与工作系统和员工情感承诺、持续承诺和规范承诺中的中介作用越强。

关键词：高参与工作系统组织承诺工作获得感家庭支持新生代员工

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LI Yongzhou,Yu Xueyu. The Influence of High Involvement Work System on Organizational Commitment of New Generation Employees:A mediated moderation model[EB/OL]. Beijing:Sciencepaper Online[2022-07-20]. https://www.paper.edu.cn/releasepaper/content/202207-20.

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论文编号	202207-20
论文题目	高参与工作系统对新生代员工组织承诺的影响：一个有中介的调节模型
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