透视战略人力资源管理“黑箱”的微观机理,应注重两个问题:一是人力资源管理系统驱动员工行为的微观心理机制是什么;二是本土文化是否发挥调节作用。笔者以中国21个省域的726名企业正式员工为研究对象,采用结构方程模型探究了支持型人力资源管理系统影响员工帮助行为的个体层面心理机制。研究发现:员工的支持型HRM系统感知能够直接激发其帮助行为;支持型HRM系统感知还可依次通过情感承诺、工作满意度的中介作用来影响其帮助行为;中庸价值观仅在员工的支持型HRM系统感知与情感承诺间发挥显著的调节作用。研究说明:企业为员工提供支持,将得到员工对组织的心理依附,这不仅会在组织中创造良好的工作氛围,还会不断提升员工的工作满意度,并最终激发员工主动帮助他人的行为;此外,企业在为员工提供支持时,应尊重员工的中庸价值取向,这有助于加速员工与组织间的心理融合。

To penetrate the micro-mechanisms of strategic human resource management “black box”, two questions must be solved:what is the psychological mechanism of human resource management systems on employees' behavior and whether the native culture plays a moderating role. Based on a questionnaire data of 729 permanent employees in firms scattered across 21 provinces, using structural equation models investigate the micro-mechanism of supportive human resource management system on employees' helping behavior. We find that the supportive human resource management system can directly cultivate employees' helping behavior, and affective commitment and job satisfaction play mediating roles, in turn. In addition to, results also showed that Zhongyong value plays significance moderating role only to the relationship of supportive human resource management perception and employees' affective commitment. Findings indicate that firms can get employees' psychological attachment when they provide supports to their employees, which will not only create well work climate, but also enhance work satisfaction and inspire initiative helping behavior from their employees. Meanwhile firms should respect employees' Zhongyong value in order to accelerate psychological fusion with employees.