Examining the Influences of Inclusive Human Resource Management Practice on Employees’ Reciprocate Behaviors from the Perspective of Reciprocity Norm
QU Jiaojiao，ZENG Hao，CAO Xia
1.Huaqiao University, Quanzhou, Fujian, China；2.Jiangxi Science and Technology Normal University, Nanchang, China; 3.Shanxi University of Finance and Economics, Taiyuan, China
Abstract From the perspective of reciprocity based on social exchange theory, this study explores the mechanism and boundary conditions of the impact of inclusive human resource management practices on employee reciprocity behavior through a three-stage questionnaire survey of 1095 employees from 179 enterprises, the study finds that: Inclusive human resource management practices have a positive effect on the employees’ perceived norm of reciprocity; The perceived norm of reciprocity mediates the positive relationship between inclusive human resource management practice and breakthrough innovation engagement, as well as the positive relationship between inclusive human resource management practice and helping behavior; Balanced processing leadership mitigates those indirect effects, such that when the level of balanced processing leadership is high, the mediating effects of inclusive human resource management practice on employees’ breakthrough innovation engagement and helping behavior via norm of reciprocity will be weakened. the findings indicate that there is a substitution effect between balanced leadership and inclusive human resource management.
QU Jiaojiao,ZENG Hao,CAO Xia. Examining the Influences of Inclusive Human Resource Management Practice on Employees’ Reciprocate Behaviors from the Perspective of Reciprocity Norm[J]. Chinese Journal of Management, 2024, 21(9): 1312-.
