Research On The Influence Of HR Manager On Commitment Of Managers Of Business Departments

As the business environment is becoming more and more dynamic and flattening in the organization,human resource policies and practices is gradually diversified.Human resource activities are not merely implemented by human resource departments,the active promotion and implementation of line managers is the key to the landing of the human resource proposals.However,in most cases,HR managers carry out the work by relying on the senior authority.By this way,it easily leads to the resistance of business departments easily.If it is not so,line managers are reluctant to comply with these proposals,but those supporting behaviors have no way to ensure the landing of human resource solutions.Therefore,HR managers urgently need to the commitment of line managers to HR strategies or requests.In a word,both academic and practice unanimously support the claim that the problem about the attributions and factors of line managers is of interest and worthwhile to explore.Previous studies have recognized that HR department has always low power and status for decades,and that power of HR managers is crucial factor to line managers' commitment.However,the studies on the antecedents referring to power of commitment,mostly focused on the direct impact on commitment,but less researches studied the mechanism between these two variables.However,we study the commitment of line managers and put forward corresponding suggestions,which helps to improve the efficiency of human resource management especially in this critical period of strategic human resource management transformation.Therefore,this study attempted to design a multi-moderated mediation model to analyze the mechanism how HR managers' power affect the commitment of line managers based on three theories,such as the approach-avoidance theory of power,self-determination theory and social exchange theory.Finally,according to the results of empirical analysis,the main conclusions are as follows:(1)Personal power of HR managers is positively related to rational and soft influence tactics.(2)Positional power of HR managers is negatively related to rational and soft influence tactics.(3)Rational and soft influence tactics are positively related to commitment of line managers.(4)Rational and soft influence tactics totally mediated the relationship between power of HR managers and commitment of line managers.(5)Soft influence tactics play a significantly larger role in the process of power impact on the commitment than rational tactic.(6)Compared with positional power,specific mediating effect is larger between personal power and commitment.