文献类型：期刊文献

中文题名：社会关系强度对人力资本贬值的影响:工作压力与知识获取的中介作用

英文题名：The Mechanisms of Interpersonal Relation on Human Capital Depreciation: Mediated by Job Stress and Knowledge Acquirement

作者：黄维德[1];柯迪[2]

机构：[1]华东理工大学商学院人力资源研究中心;[2]华东理工大学商学院

年份：2017

卷号：20

期号：5

起止页码：94

中文期刊名：南开管理评论

外文期刊名：Nankai Business Review

收录：CSTPCD;;国家哲学社会科学学术期刊数据库;北大核心:【北大核心2014】；CSSCI:【CSSCI2017_2018】；

基金：国家自然科学基金面上项目(71372079)资助

语种：中文

中文关键词：人力资本贬值;社会关系强度;工作压力;知识获取

外文关键词：Human Capital Depreciation;;Interpersonal Relation;;Job Stress;;Knowledge Acquirement

摘要：随着技术不断进步,人力资本贬值已成为一个重要的管理问题。本文结合人力资本与社会资本相关理论,分析了社会关系强度对人力资本贬值的影响。研究采用两轮问卷调查的方式,利用江浙沪地区709位知识员工的调查数据检验了理论模型,结果显示:(1)社会关系强度与人力资本贬值呈U型关系;(2)社会关系强度U型影响工作压力,后者正向作用于人力资本贬值;(3)社会关系强度倒U型影响知识获取,后者负向作用于人力资本贬值;(4)工作压力、知识获取完全中介了社会关系强度与人力资本贬值间关系。
Human capital depreciation(HCD), corresponding to the degree to employees lack up-to-date knowledge or skills necessary to maintain effective performance in their work roles, becomes a crucial issue in times of rapid technological progress. Although studying HCD is relevant both at the individual level and at the state level, it has received little empirical consideration, especially in management field. As for the maturation of social capital relevant to HCD, this study tried to investigate the relationship between the strength of interpersonal relation(IR) and HCD. Drawing on the combination of human capital and social capital, we proposed a conceptual model including job stress and knowledge acquirement as mediators to clarify the underlying mechanisms. The data were collected during two periods. At the first period, respondents were asked to provide information about IR, job stress, knowledge acquirement and demographic characteristic. At the other one after two month, respondents were asked to rate their sense of HCD. We received 709 valid questionnaires. Using total effect moderation model technique, hypothesis tests strongly supported predictions in a sample of knowledge workers from Jiangsu, Zhejiang and Shanghai.(1)A quadratic(U-shaped) relationship was found between IR and HCD; more specifically,(2) IR had a quadratic(U-shaped) effects on job stress positively related to HCD;(3) IR had a quadratic(inverted U-shaped) effects on knowledge acquirement negatively related to HCD;(4) The relationship between IR and HCD was totally mediated by job stress and knowledge acquirement. Overall, the present study provided another theoretical insight to further HCD research, gave us a possible explanation about the differences of HCD degree between employees. Managers should realize that people often prefer to consult their peers and colleagues(organizational social relationships) to acquire knowledge when HCD happens, so managers should pay more attention to informal network behind the formal organization structure. Notably, this study had several limitations, such as cross-sectional design, usage of new scale, and possible self-reported bias. Looking forward some other methods to measure HCD more effectively.