CAJ | 학술논문

针对中国文化背景下的内资企业和外资企业人力资源管理实践的现状，文章运用因子分析法归纳出人力资源管理实践的四个测量维度：参与式企业管理、结果导向式考核、开放式员工选拔、浮动式薪酬结构。中国人力资源管理实践继承了传统人力资源管理的特征，又具有西方参与管理的特点。通过多元回归发现：参与式企业管理、浮动式薪酬结构和结果导向式考核时人力资源管理绩效具有显著正向影响，内资企业人力资源管理绩效显著低于外资企业。研究表明，内资企业在重视结果导向考核和浮动式薪酬结构的同时，要借鉴外资企业的参与管理经验。
침대중국문화배경하적내자기업화외자기업인력자원관리실천적현상，문장운용인자분석법귀납출인력자원관리실천적사개측량유도：삼여식기업관리、결과도향식고핵、개방식원공선발、부동식신수결구。중국인력자원관리실천계승료전통인력자원관리적특정，우구유서방삼여관리적특점。통과다원회귀발현：삼여식기업관리、부동식신수결구화결과도향식고핵시인력자원관리적효구유현저정향영향，내자기업인력자원관리적효현저저우외자기업。연구표명，내자기업재중시결과도향고핵화부동식신수결구적동시，요차감외자기업적삼여관리경험。
Aiming at the present situation of human resource management practice of both domestic and foreign-funded enter- prises under the Chinese cultural background, the paper identifies four dimensions of human resource management practice by applying factor analysis method： participatory enterprise management, result-oriented assessment, open employee selection and floating salary structure. Chinese human resource management practice not only succeeds the traditional features of human resource management, but also absorbs the characteristics of the western participatory enterprise management. The results show that, through multiple regression analysis, participatory enterprise management, floating salary structure and result-ori- ented assessment have a significant positive impact on human resources management performance; the level of human resource management performance of domestic enterprises is remarkably lower than that of foreign-funded enterprises. The study indi- cates that domestic enterprises should learn experiences from foreign-funded enterprises＇ participatory management, while at- tach importance to resnlt-oriented assessment and floating salary structure.