Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices
研究直线经理对赋能型HR实践的感知如何通过员工感知的主管支持影响员工的内在动机、组织承诺和离职意向，并发现HR培训质量是预测因素。
Abstract To learn more about the role of line managers in the implementation of HR practices, we propose and test a model of line managers' perceptions of enabling HR practices on the one hand and employee outcomes on the other. In a field study of 89 line managers and 631 employees, we observed that the relationship between line managers' perceptions of enabling HR practices and employees' intrinsic motivation, affective organizational commitment, and turnover intention was mediated by employees' perceived supervisor support. Line managers' perceptions of enabling HR practices, in turn, were predicted by line managers' perceived quality of the HR training they received. Theoretical and practical implications and directions for future research are discussed.