统计研究
統計研究
통계연구
Statistical Research
2013年
10期
92~96
,共null页
战略人力资源管理 职业发展及员工培训计划 企业绩效 调节效应 结构方程模型
戰略人力資源管理 職業髮展及員工培訓計劃 企業績效 調節效應 結構方程模型
전략인력자원관리 직업발전급원공배훈계화 기업적효 조절효응 결구방정모형
Strategic Human Resource Management; Occupation-development and Employee Training Plan; Firm Performance; Moderating Effect; Structural Equation Model
人力资源是企业核心战略资源,人力资源的战略价值和战略人力资源管理受到越来越多的学者的关注.本研究对战略人力资源管理提升企业绩效的机制进行了探讨,认为职业发展及员工培训计划、绩效工资、临时员工管理等能够让员工参与到企业管理决策,这是战略人力资源管理与企业绩效关系的潜在调节剂.在此基础上,以874家中国企业的人力资源管理数据对战略人力资源管理、职业发展及员工培训计划、绩效工资、临时员工管理与企业绩效之间的关系进行了实证研究,发现战略人力资源管理会对企业绩效产生正向的积极影响,职业发展及员工培训计划、绩效工资、临时员工管理对战略人力资源管理与企业绩效的正向影响关系有调节效用.
人力資源是企業覈心戰略資源,人力資源的戰略價值和戰略人力資源管理受到越來越多的學者的關註.本研究對戰略人力資源管理提升企業績效的機製進行瞭探討,認為職業髮展及員工培訓計劃、績效工資、臨時員工管理等能夠讓員工參與到企業管理決策,這是戰略人力資源管理與企業績效關繫的潛在調節劑.在此基礎上,以874傢中國企業的人力資源管理數據對戰略人力資源管理、職業髮展及員工培訓計劃、績效工資、臨時員工管理與企業績效之間的關繫進行瞭實證研究,髮現戰略人力資源管理會對企業績效產生正嚮的積極影響,職業髮展及員工培訓計劃、績效工資、臨時員工管理對戰略人力資源管理與企業績效的正嚮影響關繫有調節效用.
인력자원시기업핵심전략자원,인력자원적전략개치화전략인력자원관리수도월래월다적학자적관주.본연구대전략인력자원관리제승기업적효적궤제진행료탐토,인위직업발전급원공배훈계화、적효공자、림시원공관리등능구양원공삼여도기업관리결책,저시전략인력자원관리여기업적효관계적잠재조절제.재차기출상,이874가중국기업적인력자원관리수거대전략인력자원관리、직업발전급원공배훈계화、적효공자、림시원공관리여기업적효지간적관계진행료실증연구,발현전략인력자원관리회대기업적효산생정향적적겁영향,직업발전급원공배훈계화、적효공자、림시원공관리대전략인력자원관리여기업적효적정향영향관계유조절효용.
Human resource is the core set of strategic resources. More and more scholars start to pay attention to the strategic value of human resources and strategic human resource management. This paper discussed the mechanism that strategic human resource management improve firm performance, and put forward that occupation-development and employee training plan, pay-for-performance, temporary staff management and encouraging employees participation in the management decision-making of firm were potential smoother between strategic human resource management and firm performance. This paper carried on the empirical research on the relationship between strategic human resource management, occupation-development and employee training plan, pay-for-performance, temporary staff management and firm performance based on the human resources management data from 874 Chinese enterprises. We found that strategic human resource management had a positive influence on firm performance, and the relationship between strategic human resource management and firm performance would be moderated by occupation-development and employee training plan, pay-for-performance, temporary staff management.