The Study On Affect Factors Of Employee's Perception Of Commitment-based Human Resource Management Practices And Its Effect Mechanism On Workplace Ostracism

As world economy continues to shrink and China's economy is no exception,there is an increasing uncertainty faced by enterprises in external environment.The time that Chinese enterprises obtained competitive advantage by adjusting market structure,strategically positioning and reforming capital has gone.More and more leaders have transformed their strategies of enhancing core competitiveness from relying on external advantages to internal human resource which plays an irreplaceable role in the implementation of enterprise strategy.Hence,it is of great importance for enterprises to get human resource advantages by keeping their employees work effectively in a long time.However,with the accelerating pace of work and life,there is increasing competition between workers and because of the great pressure we have faced in our life,a little brush in organizations can trigger workplace ostracism.Meanwhile,compared with western society,the Chinese people pay more attention to "circles",the relationship among the Chinese is more complex and it is very common to find ostracism in Chinese enterprises.Previous research has indicated that workplace ostracism may seriously threaten employees physical condition and negatively impact employee's working behaviors.Currently,relevant research on the antecedent variables of workplace ostracism mainly focused on steady variables such as personality traits and demographics.Since human resource management practices which are the major information source of employees have significant effect on employee attitude and behaviors.Hence,which kind of human resource management practices will effectively intervene workplace ostracism is an important question in academic and practical field.According to literature review,commitment-based human resource management practices(CBHRMPs)have been widely validated to have positive effect on improving employee working behaviors.However,as the notion scholars have recently proposed that it is employee's perception of CBHRMPs other than the implementation of CBHRMPs has the direct effect on employee's behaviors.Therefore,before we reveal the relationship between CBHRMPs on workplace ostracism,it is necessary for us to explore the antecedent variables of CBHRMPs at first.In order to better resolve the problems above,the present study attempt to conduct two studies to deepen people's understanding of the antecedent variables of CBHRMPs and the mechanism of CBHRMPs on workplace ostracism.In study 1,according to social cognitive theory,we construct a multi-level model to explore the relationship between supervisor's perception of CBHRMPs as well as colleague's perception of CBHRMPs and employee's perception of CBHRMPs.The moderating role of supervisor's commitment-based work values in the relationship between supervisor's perception of CBHRMPs and employee's perception of CBHRMPs.The moderating role of communication openness in the relationship between supervisor's perception of CBHRMPs and employee's perception of CBHRMPs.Based on the sample of 168 subordinate-supervisor dyads and by means of HLM,the results show that supervisor's perception of CBHRMPs has a significant positive effect on employee's perception of CBHRMPs,colleague's perception of CBHRMPs has a significant positive effect on employee's perception of CBHRMPs,supervisor's commitment-based work values positively moderates the effect of supervisor's perception of CBHRMPs on employee's perception of CBHRMPs,communication openness positively moderates the effect of colleague's perception of CBHRMPs on employee's perception of CBHRMPs.With the guidance of social identity theory and the routine of individual's multi-identity,study 2 explores the mechanism of employee's perception of CBHRMPs on workplace ostracism.The results show that employee's perception of CBHRMPs have significant negative effect on workplace ostracism,both perceived insider status and job embeddedness play as partial mediators in the relationship between employee's perception of CBHRMPs and workplace ostracism,The mediating effect of insider status is significantly higher than the mediating effect of job embeddedness,and the mediating effect of organizational identification is not of significance.The contributions made by this study lie in the following aspects.Firstly,based on social cognitive theory,this study firstly explore the antecedent variables of employee's perception of CBHRMPs,and find that both supervisor's perception of CBHRMPs and colleague's perception of CBHRMPs have significant positive effects on employee's perception of CBHRMPs.This study has deepened people's understanding of antecedent variables,filled the gap in academic research and provided guidance for organizations to effectively promotion the level of employee's perception of CBHRMPs.Secondly,from the perspective of social identity theory,this study has confirmed the moderating role of subordinate's values and communication openness and enriched the research of employee's perception of CBHRMPs.Thirdly,this study has confirmed that employee's perception of CBHRMPs negatively effect workplace ostracism which transfers researchers' attention from personality traits to human resource management practices.Fourthly,with the guidance of social identity theory,this study has explored the mediating roles of perceived insider status,job embeddedness and organizational identification play in the relationship between employee's perception of CBHRMPs and workplace ostracism.Furthermore,the mediating effects of three mediators have been compared in order to indicate the different paths and mechanisms which is of great theoretical significance of revealing the“black box”of the relationship between employee's perception of CBHRMPs and workplace ostracism.The findings of this study provides important practical implications.On one hand,enterprises shall make effects to enhance employee's perception of CBHRMPs and promote the openness in communication thus enhancing the transformation of the aimed implemented to the actual perceived CBHRMPs of employees.One the other hand,in order to prevent workplace ostracism enterprises need to enhance the level of employee perceived insider status,job embeddedness and organizational identification through CBHRMPs.