• Overview of Chinese core journals
  • Chinese Science Citation Database(CSCD)
  • Chinese Scientific and Technological Paper and Citation Database (CSTPCD)
  • China National Knowledge Infrastructure(CNKI)
  • Chinese Science Abstracts Database(CSAD)
  • JST China
  • SCOPUS
ZHANG Guanglei, HU Ting, CHEN Silu. The Dual-concern Model of Human Resources Practice and the Employee Performance: The Differential Role of Leader-Member Exchange[J]. Journal of South China normal University (Social Science Edition), 2021, (6): 89-104.
Citation: ZHANG Guanglei, HU Ting, CHEN Silu. The Dual-concern Model of Human Resources Practice and the Employee Performance: The Differential Role of Leader-Member Exchange[J]. Journal of South China normal University (Social Science Edition), 2021, (6): 89-104.

The Dual-concern Model of Human Resources Practice and the Employee Performance: The Differential Role of Leader-Member Exchange

More Information
  • Received Date: May 12, 2021
  • Available Online: January 05, 2022
  • The influence of the dual-concern model of human resources (HR) practice (maintenance and performance) on employee performance and the moderate role of HR management strength is analyzed in terms of the social exchange theory through a questionnaire survey of 331 employees from Wuhan, Chongqing, Shanghai and Guangzhou. The main conclusions are as follows. Social leader-member exchange (SLMX) mediates the relationship between performance-oriented HR practice and employees' in-role performance and extra-role performance; economic leader-member exchange (ELMX) mediates the relationship between maintenance-oriented HR practice and employees' in-role performance and extra-role performance; human resource management strength not only positively moderates the relationship between performance-oriented HR practice and social leader-member exchange but also positively moderates the mediating mechanism of performance-oriented HR practice, SLMX and extra-role performance.
  • [1]
    KORFF J, BIEMANN T, VOELPEL S C. Differentiating HR systems' impact: moderating effects of age on the HR system-work outcome association[J]. Journal of organizational behavior, 2017, 38(3): 415-438. doi: 10.1002/job.2130
    [2]
    陈汇. 顾此失彼: 人力资源实践的矛盾性对员工行为的影响[D]. 武汉: 武汉理工大学, 2018: 7-10.
    [3]
    VAN BEURDEN J, VAN VELDHOVEN M, VAN DE VOORDE K. When are HR practices effective for job performance? The role of employee HR effectiveness ratings[C]//Academy of management proceedings. Briarcliff Manor, NY 10510: Academy of management, 2018, 2018(1): 14185.
    [4]
    NISHII L H, LEPAK D P, SCHNEIDER B. Employee attributions of the "Why" of HR practices: their effects on employee attitudes and behaviors, and customer satisfaction[J]. Personnel psychology, 2008, 61(3): 503-545. doi: 10.1111/j.1744-6570.2008.00121.x
    [5]
    HAN J H, LIAO H, TAYLOR M S, et al. Effects of high-performance work systems on transformational leadership and team performance: investigating the moderating roles of organizational orientations[J]. Human resource management, 2018, 57(5): 1065-1082. doi: 10.1002/hrm.21886
    [6]
    HONG Y, JIANG Y, LIAO H, et al. High performance work systems for service quality: boundary conditions and influence processes[J]. Human resource management, 2017, 56(5): 747-767. doi: 10.1002/hrm.21801
    [7]
    张正堂, 李瑞. 企业高绩效工作系统的内容结构与测量[J]. 管理世界, 2015(5): 100-116. https://www.cnki.com.cn/Article/CJFDTOTAL-GLSJ201505012.htm
    [8]
    DEN HARTOG D N, BOON C, VERBURG R M, et al. HRM, communication, satisfaction, and perceived performance: a cross-level test[J]. Journal of management, 2013, 39(6): 1637-1665. doi: 10.1177/0149206312440118
    [9]
    DING D Z, LAN G, WARNER M. A new form of Chinese human resource management? Personnel and labour-management relations in Chinese township and village enterprises: a case-study approach[J]. Industrial relations journal, 2010, 32(4): 328-343. doi: 10.1111/1468-2338.00202
    [10]
    ZHU CHERRIE JIUHUA, BRIAN COOPER, HELEN DE CIERI, et al. A problematic transition to a strategic role: human resource management in industrial enterprises in China[J]. International journal of human resource management, 2005, 16(4): 513-531. doi: 10.1080/09585190500051514
    [11]
    GONG Y, LAW K S, CHANG S, et al. Human resources management and firm performance: the differential role of managerial affective and continuance commitment[J]. Journal of applied psychology, 2009, 94(1): 263-75. doi: 10.1037/a0013116
    [12]
    KATZ D, KAHN R L. The social psychology of organizations[M]. New York: Wiley, 1978: 10.
    [13]
    LIU J, LEE C, HUI C, et al. Idiosyncratic deals and employee outcomes: the mediating roles of social exchange and self-enhancement and the moderating role of individualism[J]. Journal of applied psychology, 2013, 98(5): 832. doi: 10.1037/a0032571
    [14]
    JACKSON S E, SCHULER R S, JIANG K. An aspirational framework for strategic human resource management[J]. Academy of management annals, 2014, 8(1): 1-56. doi: 10.5465/19416520.2014.872335
    [15]
    吕霄, 樊耘, 张婕, 等. 前摄型人格对角色内绩效的影响: 个性化交易和员工创新行为的作用[J]. 科学学与科学技术管理, 2016, 37(8): 170-180. https://www.cnki.com.cn/Article/CJFDTOTAL-KXXG201608015.htm
    [16]
    戚振江, 朱纪平. 人力资源组合策略理论及其研究进展[J]. 科学学与科学技术管理, 2010, 31(1): 184-189. https://www.cnki.com.cn/Article/CJFDTOTAL-KXXG201001038.htm
    [17]
    苗仁涛, 周文霞, 刘军, 等. 高绩效工作系统对员工行为的影响: 一个社会交换及程序公平的调节作用[J]. 南开管理评论, 2013(5): 38-50. doi: 10.3969/j.issn.1008-3448.2013.05.005
    [18]
    SIKORA D M, FERRIS G R, VAN IDDEKINGE C H. Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes[J]. Journal of applied psychology, 2015, 100(6): 1908. doi: 10.1037/apl0000024
    [19]
    王雅静. 高绩效工作系统对员工工作效能的影响研究[D]. 广州: 华南理工大学, 2014: 10-11.
    [20]
    KUVAAS B, BUCH R, DYSVIK A, et al. Economic and social leader-member exchange relationships and follower performance[J]. The leadership quarterly, 2012, 23(5): 756-765. doi: 10.1016/j.leaqua.2011.12.013
    [21]
    BERG S T S, GRIMSTAD A, ŠKERLAVAJ M, et al. Social and economic leader-member exchange and employee creative behavior: the role of employee willingness to take risks and emotional carrying capacity[J]. European management journal, 2017, 35(5): 676-687. doi: 10.1016/j.emj.2017.08.002
    [22]
    CERNE M, BABIC K, CONNELLY C E, et al. Team-level knowledge hiding, social leader-member exchange, and prosocial motivation[C]//Academy of management proceedings. Briarcliff Manor, NY 10510: Academy of management, 2015(1): 16302.
    [23]
    DYSVIK A, BUCH R, KUVAAS B. Knowledge donating and knowledge collecting: the moderating roles of social and economic LMX[J]. Leadership & organization development journal, 2015(36): 35-53. doi: 10.1108/LODJ-11-2012-0145
    [24]
    唐贵瑶, 魏立群, 贾建锋. 人力资源管理强度研究述评与展望[J]. 外国经济与管理, 2013, 35(4): 40-48. https://www.cnki.com.cn/Article/CJFDTOTAL-WGJG201304004.htm
    [25]
    BOWEN D E, OSTROFF C. Understanding HRM-Firm performance linkages: the role of the strength of the HRM system[J]. Academy of management review, 2004, 29(2): 203-221. http://www.researchgate.net/profile/Cheri_Ostroff/publication/234021376_Understanding_HRM-Firm_Performance_Linkages_The_Role_of_the_Strength_of_the_HRM_System/links/56306d8908ae01bbaedd50cd.pdf
    [26]
    BLAU P M. Social mobility and interpersonal relations[J]. American sociological review, 1956, 21(3): 290-295. doi: 10.2307/2089282
    [27]
    朱飞, 章婕璇, 朱曦济. 人力资源管理强度影响服务导向组织公民行为的实证研究——组织承诺的中介作用和象征性雇主品牌的调节作用[J]. 中央财经大学学报, 2020(12): 106-114. https://www.cnki.com.cn/Article/CJFDTOTAL-ZYCY202012010.htm
    [28]
    魏巍, 彭纪生. 绩效导向、稳定导向人力资源实践对员工创造力的影响[J]. 财贸研究, 2018, 29(7): 102-110. https://www.cnki.com.cn/Article/CJFDTOTAL-CMYJ201807009.htm
    [29]
    LIU D, GONG Y, ZHOU J, et al. Human resource systems, employee creativity, and firm innovation: the moderating role of firm ownership[J]. Academy of management journal, 2017, 60(3): 1164-1188. doi: 10.5465/amj.2015.0230
    [30]
    魏巍, 彭纪生. 人力资源管理系统构型差异性、组织心理所有权与员工创造力[J]. 商业经济与管理, 2018(1): 27-36. https://www.cnki.com.cn/Article/CJFDTOTAL-SYJG201801004.htm
    [31]
    DULEBOHN J H, BOMMER W H, LIDEN R C, et al. A meta-analysis of antecedents and consequences of leader-member exchange: integrating the past with an eye toward the future[J]. Journal of management, 2012, 38(6): 1715-1759. doi: 10.1177/0149206311415280
    [32]
    BERNERTH J B, ARMENAKIS A A, FEILD H S, et al. Leader-member social exchange (LMSX): development and validation of a scale[J]. Journal of organizational behavior: the international journal of industrial, occupational and organizational psychology and behavior, 2007, 28(8): 979-1003. http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=27180698&site=ehost-live
    [33]
    MATTA F K, VAN DYNE L. Leader-member exchange and performance: where we are and where we go from here[J]. The Oxford handbook of leader-member exchange, 2015: 157-174.
    [34]
    SHORE L M, TETRICK L E, LYNCH P, et al. Social and economic exchange: construct development and validation[J]. Journal of applied social psychology, 2006, 36(4): 837-867. doi: 10.1111/j.0021-9029.2006.00046.x
    [35]
    LAI L, ROUSSEAU D M, CHANG K T T. Idiosyncratic deals: coworkers as interested third parties[J]. Journal of applied psychology, 2009, 94(2): 547. doi: 10.1037/a0013506
    [36]
    ILIES R, NAHRGANG J D, MORGESON F P. Leader-member exchange and citizenship behaviors: a meta-analysis[J]. Journal of applied psychology, 2007, 92(1): 269. doi: 10.1037/0021-9010.92.1.269
    [37]
    KUVAAS B, DYSVIK A. Permanent employee investment and social exchange and psychological cooperative climate among temporary employees[J]. Economic and industrial democracy, 2011, 32(2): 261-283. doi: 10.1177/0143831X10371990
    [38]
    JIWEN SONG L, TSUI A S, LAW K S. Unpacking employee responses to organizational exchange mechanisms: the role of social and economic exchange perceptions[J]. Journal of management, 2009, 35(1): 56-93. doi: 10.1177/0149206308321544
    [39]
    INNOCENTI L, PILATI M, PELUSO A M. Trust as moderator in the relationship between HRM practices and employee attitudes[J]. Human resource management journal, 2011, 21(3): 303-317. doi: 10.1111/j.1748-8583.2010.00151.x
    [40]
    ASELAGE J, EISENBERGER R. Perceived organizational support and psychological contracts: a theoretical integration[J]. Journal of organizational behavior: the international journal of industrial, occupational and organizational psychology and behavior, 2003, 24(5): 491-509.
    [41]
    BLAU P. Exchange and power in social life[M]. Routledge, 2017: 232-241.
    [42]
    SINCLAIR R R, TUCKER J S, CULLEN J C, et al. Performance differences among four organizational commitment profiles[J]. Journal of applied psychology, 2005, 90(6): 1280. doi: 10.1037/0021-9010.90.6.1280
    [43]
    MEYER J P, STANLEY D J, HERSCOVITCH L, et al. Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences[J]. Journal of vocational behavior, 2002, 61(1): 20-52. doi: 10.1006/jvbe.2001.1842
    [44]
    贾建锋, 周舜怡, 唐贵瑶. 人力资源管理强度的研究回顾及在中国情境下的理论框架建构[J]. 中国人力资源开发, 2017(10): 6-15. doi: 10.3969/j.issn.1004-4124.2017.10.002
    [45]
    DELMOTTE J, DE WINNE S, SELS L. Toward an assessment of perceived HRM system strength: scale development and validation[J]. The international journal of human resource management, 2012, 23(7): 1481-1506. doi: 10.1080/09585192.2011.579921
    [46]
    CHEN S, LIN P, LU C, et al. The moderation effect of HR strength on the relationship between employee commitment and job performance [J]. Social behavior and personality: an international journal, 2007, 35(8): 1121-1138. doi: 10.2224/sbp.2007.35.8.1121
    [47]
    PICCOLO R F, COLQUITT J A. Transformational leadership and job behaviors: the mediating role of core job characteristics[J]. Academy of management journal, 2006, 49(2): 327-340. doi: 10.5465/amj.2006.20786079
    [48]
    WILLIAMS L J, ANDERSON S E. Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors[J]. Journal of management, 1991, 17(3): 601-617. doi: 10.1177/014920639101700305
    [49]
    VAN SCOTTER J R, MOTOWIDLO S J. Interpersonal facilitation and job dedication as separate facets of contextual performance[J]. Journal of applied psychology, 1996, 81(5): 525. doi: 10.1037/0021-9010.81.5.525
    [50]
    王辉, 李晓轩, 罗胜强. 任务绩效与情境绩效二因素绩效模型的验证[J]. 中国管理科学, 2003(4): 80-85. https://www.cnki.com.cn/Article/CJFDTOTAL-ZGGK200304016.htm
    [51]
    WRIGHT P M, BOSWELL W R. Desegregating HRM: a review and synthesis of micro and macro human resource management research[J]. Journal of management, 2002, 28(3): 247-276. doi: 10.1177/014920630202800302
    [52]
    JIANG K, LEPAK D P, HU J, BAER J C. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms[J]. Academy of management journal, 2012, 55(6): 1264-1294. doi: 10.5465/amj.2011.0088
    [53]
    KUVAAS B, BUCH R. Leader-member exchange relationships and follower outcomes: the mediating role of perceiving goals as invariable[J]. Human resource management, 2018, 57(1): 235-248. doi: 10.1002/hrm.21826
    [54]
    BUCH R, MARTINSEN Ø L, KUVAAS B. The destructiveness of laissez-faire leadership behavior: the mediating role of economic leader-member exchange relationships[J]. Journal of leadership & organizational studies, 2014b, 22(1): 115-124. http://core.ac.uk/download/pdf/30812566.pdf
    [55]
    GILBERT C, DE WINNE S, SELS L. The influence of line managers and HR department on employees' affective commitment[J]. The international journal of human resource management, 2011, 22(8): 1618-1637. doi: 10.1080/09585192.2011.565646
    [56]
    GERSTNER C R, DAY D V. Meta-analytic review of leader-member exchange theory: correlates and construct issues[J]. Journal of applied psychology, 1997, 82(6): 827. doi: 10.1037/0021-9010.82.6.827
    [57]
    PANACCIO A, VANDENBERGHE C. The relationships of role clarity and organization-based self-esteem to commitment to supervisors and organizations and turnover intentions[J]. Journal of applied social psychology, 2011, 41(6): 1455-1485. doi: 10.1111/j.1559-1816.2011.00764.x
    [58]
    KUVAAS B, BUCH R. Leader self-efficacy and role ambiguity and follower leader-member exchange[J]. Leadership & organization development journal, 2019, 41(1): 118-132. doi: 10.1108/LODJ-05-2019-0209
  • Cited by

    Periodical cited type(39)

    1. 张怡峥. 侵犯公民个人信息罪“情节严重”认定的司法认定纾困——基于分类分级的视角. 公关世界. 2025(08): 186-189 .
    2. 陈玲. 身份识别信息“使用”的界定纷争——基于美国加重身份盗窃犯罪的判例考察. 政治与法律. 2024(01): 158-176 .
    3. 张轩诚. 数字经济伙伴关系协定中个人信息保护研究. 信息安全研究. 2024(01): 61-66 .
    4. 姚万勤,赵小勇. “权利束”视角下数据资产的刑法保护. 法治研究. 2024(01): 88-100 .
    5. 李纪杰. 单纯非法获取公民个人信息可罚性之商榷——以司法维度的消极刑法观为切入点. 南宁师范大学学报(哲学社会科学版). 2024(01): 98-114 .
    6. 魏汉涛. 人脸识别技术滥用行为刑法规制的顶层设计. 当代法学. 2024(02): 3-15 .
    7. 宁利昂. 非法使用公民个人信息行为的刑事归责——从“解释入刑”到“立法入罪”. 华侨大学学报(哲学社会科学版). 2024(03): 124-132 .
    8. 何群,胡宗媛. 法益二元论视野下侵犯公民个人信息罪之法益内涵与规制路径. 宁夏大学学报(社会科学版). 2024(02): 107-117 .
    9. 肖姗姗,曹娜. “三端共治”模式下滥用深度伪造技术的刑法规制. 湖北警官学院学报. 2024(03): 73-85 .
    10. 袁佳音. 我国公民医疗信息的刑法保护界限研究. 医学与社会. 2024(07): 94-100 .
    11. 贺洪波. 侵犯公民个人信息罪中敏感个人信息的特殊保护研究. 重庆理工大学学报(社会科学). 2024(07): 146-156 .
    12. 蒋玲玲,王跃华,张华锋. 《熊昌恒等侵犯公民个人信息案》的理解与参照——社交媒体账号中已公开个人信息的刑法保护限度. 人民司法. 2024(02): 12-15 .
    13. 周遵友,蒋炎. 冒用人脸识别信息行为的刑法规制. 山西警察学院学报. 2024(04): 5-14 .
    14. 张哲,姜瀛. 非法使用个人信息行为的刑法治理困境及其立法应对. 铁道警察学院学报. 2024(04): 52-57 .
    15. 杨天晓. 个人信息保护体系中“非法使用”行为的入罪化. 南大法学. 2024(06): 39-53 .
    16. 郭旨龙,曹莹,周可. 我国个人信息保护的实效反思与体系完善. 智能社会研究. 2024(04): 110-121 .
    17. 卢勤忠,张宜培. 非法使用个人信息行为入刑的立法构思. 河北法学. 2023(01): 73-96 .
    18. 李立丰,王俊松. 论敏感信息二元同意规则的刑法构造. 西北民族大学学报(哲学社会科学版). 2023(01): 62-72 .
    19. 苗生明,杨先德. 论行政犯的处罚原则及其实践. 政法论坛. 2023(02): 85-96 .
    20. 马千里. 人脸识别信息的刑法应对:弥补与变革. 山西警察学院学报. 2023(02): 56-64 .
    21. 蚁继靖. 侵犯公民个人信息罪的犯罪经济学分析. 网络安全与数据治理. 2023(02): 31-37 .
    22. 陈祺. 公民个人信息刑法保护问题研究. 文化学刊. 2023(01): 116-119 .
    23. 李立丰,王俊松. 个人信息法律保护体系的建构:以信息界定与分类为前提. 河南财经政法大学学报. 2023(02): 1-12 .
    24. 刘三洋. 个人信息的刑事保护:法益重述与模式选择. 学术交流. 2023(01): 69-81 .
    25. 张思瑾. 大数据时代敏感个人信息的刑法特殊保护. 网络安全技术与应用. 2023(05): 132-133 .
    26. 刘浩. 侵犯公民个人信息罪的法益构造及其规范解释. 环球法律评论. 2023(03): 163-179 .
    27. 杨丰帆,彭荣. 侵犯公民个人信息罪的认定. 山西大同大学学报(社会科学版). 2023(03): 23-27 .
    28. 郭一帆. 个人信息保护公益诉讼制度的完善路径. 法制博览. 2023(18): 24-26 .
    29. 刘宪权,郑颖. 侵犯公民个人信息罪中个人信息的界定与法益侵害分析. 人民检察. 2023(10): 20-24 .
    30. 王惠敏,左大鹏. 非法使用数据行为的刑法规制. 江汉大学学报(社会科学版). 2023(05): 14-25+125 .
    31. 童云峰,张学彬. 图书馆读者借阅信息与敏感个人信息的等同保护. 图书馆工作与研究. 2023(12): 22-30 .
    32. 李川,杨胜刚. 法益重塑与模式更新:场景化视域下个人信息刑法保护的动态转向. 广西大学学报(哲学社会科学版). 2023(06): 105-116 .
    33. 杨浚泽. 《个人信息保护法》第28条中“特定身份信息”的实质界定——以侵犯公民个人信息罪为视角. 山东警察学院学报. 2023(05): 93-104 .
    34. 李晟,张玉洁. 数字时代侵害个人信息的惩罚性赔偿制度构建. 法治论坛. 2023(03): 50-64 .
    35. 刘宪权,宋子莹. 非法使用个人信息行为刑法规制论. 青少年犯罪问题. 2022(04): 64-73 .
    36. 崔冬,贺娅荣. 个人信息保护视阈下的行政处罚决定公开规制路径探究. 河北工程大学学报(社会科学版). 2022(04): 98-104 .
    37. 陈喆,杨嘉宁. 《个人数据保护法》之数据可携权:新加坡经验与中国法的应用. 东南亚纵横. 2022(06): 101-112 .
    38. 崔会如,范辰星. 侵犯公民个人信息罪的司法适用研究——以北京市部分司法判决为基础. 山东警察学院学报. 2022(05): 26-36 .
    39. 王跃华. 非法收集他人微信号后转卖的行为性质. 人民司法. 2022(29): 36-39 .

    Other cited types(113)

Catalog

    Article views (802) PDF downloads (155) Cited by(152)

    /

    DownLoad:  Full-Size Img  PowerPoint
    Return
    Return