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首页> 外文期刊>The international journal of human resource management >Human resource managers' role consistency and HR performance indicators: the moderating effect of interpersonal trust in Taiwan
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Human resource managers' role consistency and HR performance indicators: the moderating effect of interpersonal trust in Taiwan

机译：人力资源经理的角色一致性和人力资源绩效指标：台湾人际信任的调节作用

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摘要

This study explores the consistency between human resource (HR) managers' roles and HR performance indicators. In particular it considers the moderating effects of interpersonal trust on the relationship between HR managers' roles and HR performance indicators. We selected 116 HR managers from the top 500 manufacturing companies in Taiwan as our sample, and hierarchical regression analysis was conducted to test our hypotheses. The results showed that the HR managers' roles were consistent with HR performance indicators. Also, a high level of affective trust weakened the positive relationship between HR manager roles and HR performance indicators. Thus we suggested that Chinese companies should design HR performance indicators according to the roles HR managers play. Additionally, when HR managers are playing the role of a strategic partner or change agent, top executives should avoid high affective trust with HR managers.
机译：这项研究探讨了人力资源经理职责与人力资源绩效指标之间的一致性。特别是，它考虑了人际信任对人力资源经理角色与人力资源绩效指标之间关系的调节作用。我们从台湾500强制造业公司中选择了116名人力资源经理作为样本，并进行了层次回归分析以检验我们的假设。结果表明，人力资源经理的角色与人力资源绩效指标一致。此外，高度的情感信任削弱了人力资源经理角色与人力资源绩效指标之间的正向关系。因此，我们建议中国公司应根据人力资源经理的作用设计人力资源绩效指标。此外，当人力资源经理扮演战略合作伙伴或变革推动者的角色时，高层管理人员应避免与人力资源经理保持高度的情感信任。

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