Supporting refugee employees’ psychological needs at work: the role of HRM practices
基于自我决定理论，调查了美国难民与非难民员工对人力资源管理支持实践的感知差异，发现难民更看重自主性实践，且工作中心性部分中介了这种差异。
In the face of an increasingly pressing refugee crisis, understanding how organizations’ human resource management (HRM) support practices are perceived by refugee workers is critical not only for refugee well-being but also organizational effectiveness. Grounded on self-determination theory (SDT), the current study contributes to this understanding by 1) testing refugee workers’ perceptions of HRM support practices as helpful or needs-satisfying—in terms of fulfilling autonomy, competence, and relatedness needs, and 2) exploring the mechanisms—why refugees find the practices needs satisfying. We surveyed both refugee (n = 99) and non-refugee workers (n = 345) in the U.S. The findings highlighted that, compared to non-refugees, refugee workers tend to view autonomy practices as especially helpful. Moreover, some of the need differences were mediated by refugees’ higher work centrality. We conclude with a discussion of the theoretical and practical implications of how future HRM can support refugee well-being.