CAJ | 학술논문

文章以自我概念为基础，通过个人-工作契合与不契合两种路径探讨人力资源管理效能的产生机制，将心理授权作为个人-工作契合与人力资源管理效能之间的部分中介变量，构建个人-工作不契合条件下的个体-组织自我决策行为矩阵，通过结构方程模型验证发现，供给-需求契合与人力资源管理效能之间不存在显著关系，要求-能力契合、自我概念-工作契合与人力资源管理效能之间存在显著正向关系，心理授权起到部分中介作用。
문장이자아개념위기출，통과개인-공작계합여불계합량충로경탐토인력자원관리효능적산생궤제，장심리수권작위개인-공작계합여인력자원관리효능지간적부분중개변량，구건개인-공작불계합조건하적개체-조직자아결책행위구진，통과결구방정모형험증발현，공급-수구계합여인력자원관리효능지간불존재현저관계，요구-능력계합、자아개념-공작계합여인력자원관리효능지간존재현저정향관계，심리수권기도부분중개작용。
Self-concept is based on the two routes to explore the effectiveness of human resource management. The psychological empowerment as individuals-part of the mediating variables job fit between performance and human resource management is to build personal-not fit to work under the conditions of the individual decision-making behavior,we found through structural equation model validation,supply-demand fit and human does not exist between the performance of a significant relationship between resource management,requirements-the ability to fit ,self-concept - fit between work and human resource management performance have significantly positive relationship.