领导行为与人力资源管理实践的关系:因果、联合、替代还是强化?
|
摘要
领导行为与人力资源管理实践是组织行为与人力资源管理领域的两大研究热点,以往研究大都孤立探讨一方的影响效果,近年两者有融合趋势。在对前沿实证研究进行梳理的基础上,归纳探讨了领导行为与人力资源管理实践之间的关系类型:因果效应、联合效应、强化效应和替代效应,并从变量层次、效标变量属性、社会文化角度分析了不同效应类型的适用情境,最后,从细化领导行为与人力资源管理实践的内在关系、构建统一指导性框架、探讨两者之间关系类型的边界条件等方面提出了未来研究的方向。
Leadership behavior and HRM practices are two hot topics in the fields of organizational behavior and HRM. Previous studies usually focus on their effects separately, while recent studies show a trend to examine their effects spontaneously. With a systematic review of the latest empirical studies, we came out four types of relationship between leadership behavior and HRM practices as causal effect, joint effect, substitute and enhancing effect. Moreover, we also discussed the variable levels, outcomes attributes and social cultures in affecting the impact of the above four kinds of relationship. Finally, it figured out future directions as to further explore the relationship between a specific leadership behavior and a specific HRM practice; to construct an integrative framework; and to identify the boundary conditions in influencing their relationship.
Leadership behavior and HRM practices are two hot topics in the fields of organizational behavior and HRM. Previous studies usually focus on their effects separately, while recent studies show a trend to examine their effects spontaneously. With a systematic review of the latest empirical studies, we came out four types of relationship between leadership behavior and HRM practices as causal effect, joint effect, substitute and enhancing effect. Moreover, we also discussed the variable levels, outcomes attributes and social cultures in affecting the impact of the above four kinds of relationship. Finally, it figured out future directions as to further explore the relationship between a specific leadership behavior and a specific HRM practice; to construct an integrative framework; and to identify the boundary conditions in influencing their relationship.
引文
李艳,孙健敏,焦海涛.(2013).分化与整合-家长式领导研究的走向.心理科学进展,21(7),1294-1306.
梁建.(2014).道德领导与员工建言:一个调节-中介模型的构建与检验.心理学报,46(2),252-264.
刘蕴.(2016).道德型领导对员工帮助行为的影响机制--基于自我概念的视角.经济管理,38(1),84-93.
乔坤,王晓云,栾晓琳.(2008).人力资源管理实践与企业绩效:基于企业和员工双向角度的研究.经济管理,30(6),43-48.
邱伟年,崔鼎昌,曾楚宏.(2014).家长式领导、高绩效工作系统与企业绩效.广东财经大学学报,29(3),46-54.
孙怀平,杨东涛,王洁心.(2007).基于生命周期的领导风格对人力资源管理实践影响研究.科学学与科学技术管理,28(3),166-169.
孙健敏,王宏蕾,陆欣欣.(2016).多层次视角下人力资源管理系统的测量.中国人力资源开发,(5),56-66.
王震,孙健敏,赵一君.(2012).中国组织情境下的领导有效性:对变革型领导、领导-部属交换和破坏型领导的元分析.心理科学进展,20(2),174-190.
王震,许灏颖,杜晨朵.(2015).领导学研究中的下行传递效应:表现、机制与条件.心理科学进展,23(6),1079-1094.
王震,张雨奇,尹奎.(2017).直线经理的人力资源管理认知、职责与效能:研究回顾与展望.中国人力资源开发,(3),38-48.
于海波,郑晓明.(2012).家长式领导推动组织学习的中介机制研究.经济管理,34(10),107-115.
张徽燕,李端凤,姚秦.(2012).中国情境下高绩效工作系统与企业绩效关系的元分析.南开管理评论,15(3),139-149.
张燕,王辉,樊景立.(2008).组织支持对人力资源措施和员工绩效的影响.管理科学学报,11(2),120-131.
张勇,龙立荣,贺伟.(2014).绩效薪酬对员工突破性创造力和渐进性创造力的影响.心理学报,46(12),1880-1896.
赵曙明,孙秀丽.(2016).中小企业CEO变革型领导行为、战略人力资源管理与企业绩效-HRM能力的调节作用.南开管理评论,19(5),66-76.
Alfes,K.,Shantz,A.D.,Truss,C.,&Soane,E.C.(2013).The link between perceived human resource management practices,engagement and employee behaviour:A moderated mediation model.The International Journal of Human Resource Management,24(2),330-351.
Bal,P.M.,Kooij,D.T.A.M.,&De Jong,S.B.(2013).How do developmental and accommodative HRM enhance employee engagement and commitment?The role of psychological contract and SOC strategies.Journal of Management Studies,50(4),545-572.
Bass,B.M.,Avolio,B.J.,Jung,D.I.,&Berson,Y.(2003).Predicting unit performance by assessing transformational and transactional leadership.Journal of Applied Psychology,88(2),207-218.
Bhal,K.T.,&Dadhich,A.(2011).Impact of ethical leadership and leader-member exchange on whistle blowing:The moderating impact of the moral intensity of the issue.Journal of Business Ethics,103(3),485-496.
Bowen,D.E.,&Ostroff,C.(2004).Understanding HRM-firm performance linkages:The role of the"strength"of the HRM system.Academy of Management Review,29(2),203-221.
Brown,M.E.,Trevi?o,L.K.,&Harrison,D.A.(2005).Ethical leadership:A social learning perspective for construct development and testing.Organizational Behavior&Human Decision Processes,97(2),117-134.
Ceri-Booms,M.,Cur?eu,P.L.,&Oerlemans,L.A.G.(2017).Task and person-focused leadership behaviors and team performance:A meta-analysis.Human Resource Management Review,27(1),178-192.
Chang,Y.Y.(2015).Strategic human resource management,transformational leadership organizational ambidexterity:Evidence from Taiwan.Asia Pacific Business Review,21(4),517-533.
Chang,Y.Y.(2016).High-performance work systems,joint impact of transformational leadership,an empowerment climate and organizational ambidexterity.Journal of Organizational Change Management,29(3),424-444.
Chuang,C.H.,Jackson,S.E.,&Jiang,Y.(2016).Can knowledge-intensive teamwork be managed?Examining the roles of HRM systems,leadership,and tacit knowledge.Journal of Management,42(2),524-554.
Collins,C.J.,&Smith,K.G.(2006).Knowledge exchange and combination:The role of human resource practices in the performance of high-technology firms.Academy of Management Journal,49(3),544-560.
Ding,X.Q.,Tian,K.,Yang,C.S.,&Gong,S.F.(2012).Abusive supervision and LMX:Leaders'emotional intelligence as antecedent variable and trust as consequence variable.Chinese Management Studies,6(2),257-270.
Eisenberger,R.,Huntington,R.,Hutchison,S.,&Sowa,D.(1986).Perceived organizational support.Journal of Applied Psychology,71(3),500-507.
Gong,Y.,Huang,J.C.,&Farh,J.L.(2009).Employee learning orientation,transformational leadership,and employee creativity:The mediating role of employee creative self-efficacy.Academy of Management Journal,52(4),765-778.
Gottfredson,R.K.,&Aguinis,H.(2017).Leadership behaviors and follower performance:Deductive and inductive examination of theoretical rationales and underlying mechanisms.Journal of Organizational Behavior,38,558-591.
Guzzo,R.A.,&Noonan,K.A.(1994).Human resource practices as communications and the psychological contract.Human Resource Management,33(3),447-462.
Hoch,J.E.,Bommer,W.H.,Dulebohn,J.H.,&Wu,D.Y.(in press).Do ethical,authentic,and servant leadership explain variance above and beyond transformational leadership?A meta-analysis.Journal of Management,doi:10.1177/0149206316665461.
Hong,Y.,Liao,H.,Hu,J.,&Jiang,K.F.(2013).Missing link in the service profit chain:A meta-analytic review of the antecedents,consequences,and moderators of service climate.Journal of Applied Psychology,98(2),237-267.
Hong,Y.,Liao,H.,Raub,S.,&Han,J.H.(2016).What it takes to get proactive:An integrative multilevel model of the antecedents of personal initiative.The Journal of Applied Psychology,101(5),687-701.
Jiang,K.F.,Chuang,C.H.,&Chiao,Y.C.(2015).Developing collective customer knowledge and service climate:The interaction between service-oriented highperformance work systems and service leadership.Journal of Applied Psychology,100(4),1089-1106.
Jiang,K.F.,Lepak,D.P.,Han,K.,Hong,Y.,Kim,A.,&Winkler,A.L.(2012).Clarifying the construct of human resource systems:Relating human resource management to employee performance.Human Resource Management Review,22(2),73-85.
Kalshoven,K.,&Boon,C.T.(2012).Ethical leadership,employee well-being,and helping.Journal of Personnel Psychology,11(1),60-68.
Kark,R.,Shamir,B.,&Chen,G.(2003).The two faces of transformational leadership:Empowerment and dependency.Journal of Applied Psychology,88(2),246-255.
Kehoe,R.R.,&Wright,P.M.(2013).The impact of high-performance human resource practices on employees’attitudes and behaviors.Journal of Management,39(2),366-391.
Kerr,S.,&Jermier,J.M.(1978).Substitutes for leadership:Their meaning and measurement.Organizational Behavior and Human Performance,22(3),375-403.
Kirkman,B.L.,Chen,G.,Farh,J.-L.,Chen,Z.X.,&Lowe,K.B.(2009).Individual power distance orientation and follower reactions to transformational leaders:A crosslevel,cross-cultural examination.Academy of Management Journal,52(4),744-764.
Lee,A.,Willis,S.,&Tian,A.W.(in press).Empowering leadership:A meta-analytic examination of incremental contribution,mediation,and moderation.Journal of Organizational Behavior,doi:10.1002/job.2220.
Liu,D.,Liao,H.,&Loi,R.(2012).The dark side of leadership:A three-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55(5),1187-1212.
Loshali,S.,&Krishnan,V.R.(2013).Strategic human resource management and firm performance:Mediating role of transformational leadership.Journal of Strategic Human Resource Management,2(1),9-19.
Mayer,D.M.,Aquino,K.,Greenbaum,R.L.,&Kuenzi,M.(2012).Who displays ethical leadership,and why does it matter?An examination of antecedents and consequences of ethical leadership.Academy of Management Journal,55(1),151-171.
Morgeson,F.P.,De Rue,D.S.,&Karam,E.P.(2010).Leadership in teams:A functional approach to understanding leadership structures and processes.Journal of Management,36(1),5-39.
Morris,M.W.,&Peng,K.P.(1994).Culture and cause:American and Chinese attributions for social and physical events.Journal of Personality&Social Psychology,67(6),949-971.
Nishii,L.H.,&Wright,P.M.(2007).Variability within organizations:Implications for strategic human resource management(CAHRS Working Paper#07-02).Ithaca,NY:Cornell University,School of Industrial and Labor Relations,Center for Advanced Human Resource Studies.htp://digitalcommons.ilr.cornell.edu/cahrswp/467.
Park,H.S.,Hoobler,J.M.,Wu,J.F.,Hu,J.,&Wilson,M.(2015).Abusive supervision,justice,power distance,and employee deviance:A meta-analysis.Academy of Management Proceedings,2015(1),12462.
Pereira,C.M.M.,&Gomes,J.F.S.(2012).The strength of human resource practices and transformational leadership:Impact on organisational performance.The International Journal of Human Resource Management,23(20),4301-4318.
Piccolo,R.F.,Greenbaum,R.,den Hartog,D.N.,&Folger,R.(2010).The relationship between ethical leadership and core job characteristics.Journal of Organizational Behavior,31(2-3),259-278.
Podsakoff,P.M.,Mac Kenzie,S.B.,&Bommer,W.H.(1996).Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction,commitment,trust,and organizational citizenship behaviors.Journal of Management,22(2),259-298.
Stock,R.M.,&Zacharias,N.A.(2011).Patterns and performance outcomes of innovation orientation.Journal of the Academy of Marketing Science,39(6),870-888.
Stock,R.M.,Totzauer,F.,&Zacharias,N.A.(2014).Acloser look at cross-functional R&D cooperation for innovativeness:Innovation-oriented leadership and human resource practices as driving forces.Journal of Product Innovation Management,31(5),924-938.
Tzabbar,D.,Tzafrir,S.,&Baruch,Y.(2017).A bridge over troubled water:Replication,integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis.Human Resource Management Review,27(1),134-148.
Vasilaki,A.,Tarba,S.,Ahammad,M.F.,&Glaister,A.J.(2016).The moderating role of transformational leadership on HR practices in M&A integration.The International Journal of Human Resource Management,27(20),2488-2504.
Vermeeren,B.,Kuipers,B.,&Steijn,B.(2014).Does leadership style make a difference?Linking HRM,job satisfaction,and organizational performance.Review of Public Personnel Administration,34(2),174-195.
Wang,H.,Law,K.S.,Hackett,R.D.,Wang,D.X.,&Chen,Z.X.(2005).Leader-member exchange as a mediator of the relationship between transformational leadership and followers'performance and organizational citizenship behavior.Academy of Management Journal,48(3),420-432.
Wang,Z.,&Xu,H.Y.(2017).How and when service-oriented high-performance work systems foster employee service performance:A test of mediating and moderating processes.Employee Relations,39(4),523-540.
Wright,P.M.,&Mc Mahan,G.C.(2011).Exploring human capital:Putting‘human’back into strategic human resource management.Human Resource Management Journal,21(2),93-104.
Xu,E.,Huang,X.,Lam,C.K.,&Miao,Q.(2012).Abusive supervision and work behaviors:The mediating role of LMX.Journal of Organizational Behavior,33(4),531-543.
Yukl,G.A.(2013).Leadership in organizations(8th ed.).Upper Saddle River,NJ:Pearson Prentice-Hall.
Zhong,L.F.,Wayne,S.J.,&Liden,R.C.(2016).Job engagement,perceived organizational support,highperformance human resource practices,and cultural value orientations:A cross-level investigation.Journal of Organizational Behavior,37(6),823-844.
Zhu,W.C.,Chew,I.K.H.,&Spangler,W.D.(2005).CEOtransformational leadership and organizational outcomes:The mediating role of human-capital-enhancing human resource management.The Leadership Quarterly,16(1),39-52.
梁建.(2014).道德领导与员工建言:一个调节-中介模型的构建与检验.心理学报,46(2),252-264.
刘蕴.(2016).道德型领导对员工帮助行为的影响机制--基于自我概念的视角.经济管理,38(1),84-93.
乔坤,王晓云,栾晓琳.(2008).人力资源管理实践与企业绩效:基于企业和员工双向角度的研究.经济管理,30(6),43-48.
邱伟年,崔鼎昌,曾楚宏.(2014).家长式领导、高绩效工作系统与企业绩效.广东财经大学学报,29(3),46-54.
孙怀平,杨东涛,王洁心.(2007).基于生命周期的领导风格对人力资源管理实践影响研究.科学学与科学技术管理,28(3),166-169.
孙健敏,王宏蕾,陆欣欣.(2016).多层次视角下人力资源管理系统的测量.中国人力资源开发,(5),56-66.
王震,孙健敏,赵一君.(2012).中国组织情境下的领导有效性:对变革型领导、领导-部属交换和破坏型领导的元分析.心理科学进展,20(2),174-190.
王震,许灏颖,杜晨朵.(2015).领导学研究中的下行传递效应:表现、机制与条件.心理科学进展,23(6),1079-1094.
王震,张雨奇,尹奎.(2017).直线经理的人力资源管理认知、职责与效能:研究回顾与展望.中国人力资源开发,(3),38-48.
于海波,郑晓明.(2012).家长式领导推动组织学习的中介机制研究.经济管理,34(10),107-115.
张徽燕,李端凤,姚秦.(2012).中国情境下高绩效工作系统与企业绩效关系的元分析.南开管理评论,15(3),139-149.
张燕,王辉,樊景立.(2008).组织支持对人力资源措施和员工绩效的影响.管理科学学报,11(2),120-131.
张勇,龙立荣,贺伟.(2014).绩效薪酬对员工突破性创造力和渐进性创造力的影响.心理学报,46(12),1880-1896.
赵曙明,孙秀丽.(2016).中小企业CEO变革型领导行为、战略人力资源管理与企业绩效-HRM能力的调节作用.南开管理评论,19(5),66-76.
Alfes,K.,Shantz,A.D.,Truss,C.,&Soane,E.C.(2013).The link between perceived human resource management practices,engagement and employee behaviour:A moderated mediation model.The International Journal of Human Resource Management,24(2),330-351.
Bal,P.M.,Kooij,D.T.A.M.,&De Jong,S.B.(2013).How do developmental and accommodative HRM enhance employee engagement and commitment?The role of psychological contract and SOC strategies.Journal of Management Studies,50(4),545-572.
Bass,B.M.,Avolio,B.J.,Jung,D.I.,&Berson,Y.(2003).Predicting unit performance by assessing transformational and transactional leadership.Journal of Applied Psychology,88(2),207-218.
Bhal,K.T.,&Dadhich,A.(2011).Impact of ethical leadership and leader-member exchange on whistle blowing:The moderating impact of the moral intensity of the issue.Journal of Business Ethics,103(3),485-496.
Bowen,D.E.,&Ostroff,C.(2004).Understanding HRM-firm performance linkages:The role of the"strength"of the HRM system.Academy of Management Review,29(2),203-221.
Brown,M.E.,Trevi?o,L.K.,&Harrison,D.A.(2005).Ethical leadership:A social learning perspective for construct development and testing.Organizational Behavior&Human Decision Processes,97(2),117-134.
Ceri-Booms,M.,Cur?eu,P.L.,&Oerlemans,L.A.G.(2017).Task and person-focused leadership behaviors and team performance:A meta-analysis.Human Resource Management Review,27(1),178-192.
Chang,Y.Y.(2015).Strategic human resource management,transformational leadership organizational ambidexterity:Evidence from Taiwan.Asia Pacific Business Review,21(4),517-533.
Chang,Y.Y.(2016).High-performance work systems,joint impact of transformational leadership,an empowerment climate and organizational ambidexterity.Journal of Organizational Change Management,29(3),424-444.
Chuang,C.H.,Jackson,S.E.,&Jiang,Y.(2016).Can knowledge-intensive teamwork be managed?Examining the roles of HRM systems,leadership,and tacit knowledge.Journal of Management,42(2),524-554.
Collins,C.J.,&Smith,K.G.(2006).Knowledge exchange and combination:The role of human resource practices in the performance of high-technology firms.Academy of Management Journal,49(3),544-560.
Ding,X.Q.,Tian,K.,Yang,C.S.,&Gong,S.F.(2012).Abusive supervision and LMX:Leaders'emotional intelligence as antecedent variable and trust as consequence variable.Chinese Management Studies,6(2),257-270.
Eisenberger,R.,Huntington,R.,Hutchison,S.,&Sowa,D.(1986).Perceived organizational support.Journal of Applied Psychology,71(3),500-507.
Gong,Y.,Huang,J.C.,&Farh,J.L.(2009).Employee learning orientation,transformational leadership,and employee creativity:The mediating role of employee creative self-efficacy.Academy of Management Journal,52(4),765-778.
Gottfredson,R.K.,&Aguinis,H.(2017).Leadership behaviors and follower performance:Deductive and inductive examination of theoretical rationales and underlying mechanisms.Journal of Organizational Behavior,38,558-591.
Guzzo,R.A.,&Noonan,K.A.(1994).Human resource practices as communications and the psychological contract.Human Resource Management,33(3),447-462.
Hoch,J.E.,Bommer,W.H.,Dulebohn,J.H.,&Wu,D.Y.(in press).Do ethical,authentic,and servant leadership explain variance above and beyond transformational leadership?A meta-analysis.Journal of Management,doi:10.1177/0149206316665461.
Hong,Y.,Liao,H.,Hu,J.,&Jiang,K.F.(2013).Missing link in the service profit chain:A meta-analytic review of the antecedents,consequences,and moderators of service climate.Journal of Applied Psychology,98(2),237-267.
Hong,Y.,Liao,H.,Raub,S.,&Han,J.H.(2016).What it takes to get proactive:An integrative multilevel model of the antecedents of personal initiative.The Journal of Applied Psychology,101(5),687-701.
Jiang,K.F.,Chuang,C.H.,&Chiao,Y.C.(2015).Developing collective customer knowledge and service climate:The interaction between service-oriented highperformance work systems and service leadership.Journal of Applied Psychology,100(4),1089-1106.
Jiang,K.F.,Lepak,D.P.,Han,K.,Hong,Y.,Kim,A.,&Winkler,A.L.(2012).Clarifying the construct of human resource systems:Relating human resource management to employee performance.Human Resource Management Review,22(2),73-85.
Kalshoven,K.,&Boon,C.T.(2012).Ethical leadership,employee well-being,and helping.Journal of Personnel Psychology,11(1),60-68.
Kark,R.,Shamir,B.,&Chen,G.(2003).The two faces of transformational leadership:Empowerment and dependency.Journal of Applied Psychology,88(2),246-255.
Kehoe,R.R.,&Wright,P.M.(2013).The impact of high-performance human resource practices on employees’attitudes and behaviors.Journal of Management,39(2),366-391.
Kerr,S.,&Jermier,J.M.(1978).Substitutes for leadership:Their meaning and measurement.Organizational Behavior and Human Performance,22(3),375-403.
Kirkman,B.L.,Chen,G.,Farh,J.-L.,Chen,Z.X.,&Lowe,K.B.(2009).Individual power distance orientation and follower reactions to transformational leaders:A crosslevel,cross-cultural examination.Academy of Management Journal,52(4),744-764.
Lee,A.,Willis,S.,&Tian,A.W.(in press).Empowering leadership:A meta-analytic examination of incremental contribution,mediation,and moderation.Journal of Organizational Behavior,doi:10.1002/job.2220.
Liu,D.,Liao,H.,&Loi,R.(2012).The dark side of leadership:A three-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal,55(5),1187-1212.
Loshali,S.,&Krishnan,V.R.(2013).Strategic human resource management and firm performance:Mediating role of transformational leadership.Journal of Strategic Human Resource Management,2(1),9-19.
Mayer,D.M.,Aquino,K.,Greenbaum,R.L.,&Kuenzi,M.(2012).Who displays ethical leadership,and why does it matter?An examination of antecedents and consequences of ethical leadership.Academy of Management Journal,55(1),151-171.
Morgeson,F.P.,De Rue,D.S.,&Karam,E.P.(2010).Leadership in teams:A functional approach to understanding leadership structures and processes.Journal of Management,36(1),5-39.
Morris,M.W.,&Peng,K.P.(1994).Culture and cause:American and Chinese attributions for social and physical events.Journal of Personality&Social Psychology,67(6),949-971.
Nishii,L.H.,&Wright,P.M.(2007).Variability within organizations:Implications for strategic human resource management(CAHRS Working Paper#07-02).Ithaca,NY:Cornell University,School of Industrial and Labor Relations,Center for Advanced Human Resource Studies.htp://digitalcommons.ilr.cornell.edu/cahrswp/467.
Park,H.S.,Hoobler,J.M.,Wu,J.F.,Hu,J.,&Wilson,M.(2015).Abusive supervision,justice,power distance,and employee deviance:A meta-analysis.Academy of Management Proceedings,2015(1),12462.
Pereira,C.M.M.,&Gomes,J.F.S.(2012).The strength of human resource practices and transformational leadership:Impact on organisational performance.The International Journal of Human Resource Management,23(20),4301-4318.
Piccolo,R.F.,Greenbaum,R.,den Hartog,D.N.,&Folger,R.(2010).The relationship between ethical leadership and core job characteristics.Journal of Organizational Behavior,31(2-3),259-278.
Podsakoff,P.M.,Mac Kenzie,S.B.,&Bommer,W.H.(1996).Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction,commitment,trust,and organizational citizenship behaviors.Journal of Management,22(2),259-298.
Stock,R.M.,&Zacharias,N.A.(2011).Patterns and performance outcomes of innovation orientation.Journal of the Academy of Marketing Science,39(6),870-888.
Stock,R.M.,Totzauer,F.,&Zacharias,N.A.(2014).Acloser look at cross-functional R&D cooperation for innovativeness:Innovation-oriented leadership and human resource practices as driving forces.Journal of Product Innovation Management,31(5),924-938.
Tzabbar,D.,Tzafrir,S.,&Baruch,Y.(2017).A bridge over troubled water:Replication,integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis.Human Resource Management Review,27(1),134-148.
Vasilaki,A.,Tarba,S.,Ahammad,M.F.,&Glaister,A.J.(2016).The moderating role of transformational leadership on HR practices in M&A integration.The International Journal of Human Resource Management,27(20),2488-2504.
Vermeeren,B.,Kuipers,B.,&Steijn,B.(2014).Does leadership style make a difference?Linking HRM,job satisfaction,and organizational performance.Review of Public Personnel Administration,34(2),174-195.
Wang,H.,Law,K.S.,Hackett,R.D.,Wang,D.X.,&Chen,Z.X.(2005).Leader-member exchange as a mediator of the relationship between transformational leadership and followers'performance and organizational citizenship behavior.Academy of Management Journal,48(3),420-432.
Wang,Z.,&Xu,H.Y.(2017).How and when service-oriented high-performance work systems foster employee service performance:A test of mediating and moderating processes.Employee Relations,39(4),523-540.
Wright,P.M.,&Mc Mahan,G.C.(2011).Exploring human capital:Putting‘human’back into strategic human resource management.Human Resource Management Journal,21(2),93-104.
Xu,E.,Huang,X.,Lam,C.K.,&Miao,Q.(2012).Abusive supervision and work behaviors:The mediating role of LMX.Journal of Organizational Behavior,33(4),531-543.
Yukl,G.A.(2013).Leadership in organizations(8th ed.).Upper Saddle River,NJ:Pearson Prentice-Hall.
Zhong,L.F.,Wayne,S.J.,&Liden,R.C.(2016).Job engagement,perceived organizational support,highperformance human resource practices,and cultural value orientations:A cross-level investigation.Journal of Organizational Behavior,37(6),823-844.
Zhu,W.C.,Chew,I.K.H.,&Spangler,W.D.(2005).CEOtransformational leadership and organizational outcomes:The mediating role of human-capital-enhancing human resource management.The Leadership Quarterly,16(1),39-52.