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以社会交换理论为基础对组织支持理论进行了扩充,提出了个人和组织双视角下基于人力资源管理实践的组织支持形成机制模型,将组织支持的形成和发展分为四个阶段:个人通过组织人力资源政策现状与个人期望符合程度判断是否进入组织;个人通过组织中实施的人力资源管理实践和个体感知的人力资源管理实践,进一步了解组织提供支持的现状和个人的感受;对组织支持进行归因,产生从组织和个体两个不同角度的组织支持;组织和个体对组织支持的具体反应和表现。
Based on the theory of social exchange, the theory of organizational support has been expanded, and a mechanism model of organizational support based on human resource management practices has been put forward based on personal and organizational perspectives. The formation and development of organizational support has been divided into four stages: Judging from the degree of conformity between the status quo of the human resource policy and the personal expectation, whether or not to enter the organization; individuals through the implementation of human resources management practices and individual perceptions of human resource management practices in the organization to further understand the current status of the organization to provide support and personal feelings; As a result, there are organizational support from two different perspectives of the organization and individual; the concrete response and performance of the organization and individual to the organizational support.