发展型人力资源管理的内涵、结构及其对员工敬业度的多路径影响机理研究

Under the economic transition, to rise to occasions of retaining talents and nurturing their high level of engagement, developmental human resource management (DHRM), employee centered, has started to take shape. Through qualitative research (data mining and text analysis), case study and exploratory research, this project, by literature review, plans to revise and perfect the concept and structure of DHRM, develop the scale. Then, based on social exchange, role identity, social identity, and perception theory respectively, through four paths of organization, employee, work and relationship, followed the information logic of "stimulation – aware – internalization - reaction", the project team will multi-angle reveal the links of the variables in the research mainline, which will be more fit to the research model and reality model, including the influence of DHRM to employee engagement through four levels of perceived anchor of employability, role ambiguity, work - family balance and organizational alignment, with the impact of various identity. Meanwhile, the project will explore moderate effect of these paths. This project contributes to revising and perfecting the theory system of DHRM, and bringing the process of employee awareness and internalization into the project, which will deepen the fields of DHRM and engagement.

转型经济下，为迎接企业留住人才并培育其高水平敬业度的挑战，以员工为中心的发展型人力资源管理新思路已经初见端倪。本项目计划通过质性研究（数据挖掘及文本分析）、案例研究和探索型研究，修订并完善发展型人力资源管理的内涵和结构，开发其量表，继而分别以社会交换、角色认同、社会认同及知觉理论为基础，通过组织、员工、工作和关系四条路径，遵循“刺激—觉察—内化—反应”的信息处理过程的逻辑，多视角探究发展型人力资源管理对员工敬业度的影响，包括发展型人力资源管理通过可雇佣性、角色模糊、工作-家庭平衡和组织协调四种层面的“感知锚”和各种认同的作用对员工敬业度的影响，同时，还将探讨上述路径的调节机制，让研究模型与现实模型更为契合。本项目的贡献在于修订并完善发展型人力资源管理理论体系，引入员工觉察和内化的过程，深化了发展型人力资源管理和员工敬业度领域内的相关研究，有着重要的实际应用价值。