How High‐Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency
基于资源保存理论，研究发现工作投入完全中介高承诺人力资源管理对组织承诺的影响，且任务熟练度调节这一中介过程：低任务熟练度员工中效应显著，高任务熟练度员工中不显著。
In a multisource field study, we examine the relationship between employee perceptions of high‐commitment human resource management ( HRM ), task proficiency, work engagement, and organizational commitment. Based on conservation of resources ( COR ) theory, we first propose that work engagement mediates the relationship between high‐commitment HRM and organizational commitment. Second, we propose a mediated moderation model in which employees’ task proficiency moderates the relationship between high‐commitment HRM and work engagement, which in turn affects organizational commitment. Results indicate that the relationship between high‐commitment HRM and organizational commitment was fully mediated by work engagement. Results also supported the mediated moderation model. A significant indirect effect was found from high‐commitment HRM to commitment via engagement for low task proficiency, but not for high task proficiency. Implications and directions for future research are discussed. © 2014 Wiley Periodicals, Inc.