人力资源管理强度对企业绩效的影响研究

发布时间：2017-12-28 00:35

本文关键词：人力资源管理强度对企业绩效的影响研究　出处：《西南大学》2016年硕士论文　论文类型：学位论文

【摘要】：中国GDP近三年平均增长7.6%,在告别过去30多年10%左右的高速发展后已经步入中高速增长的新常态。企业作为市场经济的细胞,面临着国际经济复苏缓慢,国内宏观经济下滑、产业结构调整、产能过剩、中小企业增长动力不足和贸易摩擦等经济问题。在严峻的市场环境中,企业要加强“内功”修炼,即企业要关注自己的内部环境和因素,尤其是自身人力资源的培育、开发和保持。随着市场需求的转变和管理情境的变迁,人力资源管理作为企业的重要管理职能,不能停留在传统的人事及制度建设层面,而要站在企业战略的高度推进人力资源管理具体措施的执行和评价。只有通过人力资源管理实践的不断变革,企业才能在竞争中提高管理活动的效率,发挥人力资本的实际价值,最终改善企业的绩效。然而,我国的很多企业虽然认识到了人力资源管理的重要性,也投入了很大成本建立起完善的人力资源管理体系,但由于政策措施内涵和目标传达的不明确,以及实际活动的执行力度不够而使人力资源管理偏离了初衷,以致人力资源管理无法深入到“组织基因”去测量员工的心理感知和人力资源管理的作用机制,使人力资源管理者和普通员工不知如何去改进人力资源管理活动的执行,从而不能给企业绩效带来积极的影响。本文从这个背景出发,在分析相关文献的基础上,提出了人力资源管理强度、组织氛围与企业绩效三者之间关系的研究框架和假设,并进行了实证研究。本文共有六个部分,主体结构和各部分的主要内容如下:第一部分为绪论,包括研究背景及问题的提出、研究意义、研究目标与主要内容、研究思路和方法以及研究创新。其中研究背景从现实和理论两个方面描述,研究意义从理论意义和实践意义两个角度论述。第二部分为文献综述,在详细分析现有相关文献的基础上,对人力资源管理强度和组织氛围的概念、维度、测量和相关实证研究进行了梳理和评述;对企业绩效的评价、指标和影响因素进行了总结。其中特别对组织氛围和组织文化进行比较分析,廓清二者的区别和联系,以免造成混淆。第三部分为研究设计,在阐述意义构建理论、社会认知理论和社会信息加工理论的基础上,综合以往实证研究结论,提出人力资源管理强度对企业绩效有显著预测作用,组织氛围对企业绩效有显著预测作用以及组织氛围在人力资源管理强度与企业绩效之间起调节作用这三个核心假设。其次,通过翻译法取得人力资源管理强度量表并直接采用了其他学者的组织氛围和企业绩效量表。最后,对调查样本和问卷发放过程进行了简要说明。第四部分为数据分析与假设检验,首先,采用cronbach’α系数和验证性因子分析分别对量表的信效度进了分析;其次,对样本的总体和主要变量进行了描述性统计;然后,采用独立样本t检验和单因素方差对控制变量在各因素上的差异进行了分析;最后是数据分析的核心部分,即采用相关分析初步确定主要变量之间的相关关系,并在此基础上对人力资源管理强度与企业绩效以及组织氛围与企业绩效分别进行了回归分析,对人力资源管理强度和组织氛围与企业绩效的关系进行了检验,最后采用多层回归分析对组织氛围的调节效应进行了验证。第五部分为研究结果讨论与管理政策建议,从人力资源管理强度、组织氛围以及调节作用三个方面对本研究的数据分析结果进行了详细的讨论,并从合适的人力资源管理强度构建出发提出了“二位一体”(人力资源管理强度与组织氛围相结合)的管理政策建议。具体如下:加强人力资源管理制度执行、明确人力资源管理制度的独特性、保证人力资源管理制度的一致性、达成人力资源管理制度的共识性和制定配套的考核制度五项措施;从良好的组织氛围营造出发,根据组织氛围量表的测量维度,提出了塑造友好信任型人际关系、培育公平民主型管理风格和弱化组织科层执行障碍三项措施,以期对企业人力资源管理系统的强度建设提供有用的建议。第六部分为研究总结与展望。首先,对本研究的全部过程进行简单总结;然后,从人力资源管理强度量表使用和企业绩效指标设定两方面论述了本研究存在的局限;最后,从人力资源管理强度和组织氛围两个角度对未来的相关研究进行了展望。总之,本研究采用了定性和定量相结合的方法,对人力资源管理强度、组织氛围和企业绩效之间的关系进行了探究,研究结果表明:人力资源管理强度及其三个维度(独特性、一致性和共识性)对企业绩效有显著正向影响;组织氛围及其三个维度(人际关系、管理风格和组织科层)对企业绩效有显著正向影响;组织氛围在人力资源管理强度与企业绩效之间起调节作用。这些发现进一步拓宽了人力资源管理实践的研究范畴、挖掘了人力资源管理强度的研究深度,具有一定的理论意义和实践价值。
[Abstract]:The average growth of China's GDP in the past three years is 7.6%. It has entered a new normal state of middle and high speed growth after the high speed development of over 10% years in the past 30 years. As a cell of market economy, enterprises are facing economic problems such as slow recovery of international economy, domestic macro-economic downturn, industrial structure adjustment, overcapacity, small and medium-sized enterprises growth momentum and trade frictions. In a severe market environment, enterprises should strengthen the practice of "internal strength", that is, enterprises should pay attention to their internal environment and factors, especially the cultivation, development and maintenance of their own human resources. With the transformation of market demand and the change of management situation, human resource management, as an important management function of enterprises, can not stay in the traditional level of personnel and system construction, but must stand at the height of enterprise strategy to promote the implementation and evaluation of specific measures of human resource management. Only by constantly changing the practice of human resource management, can enterprises improve the efficiency of management activities, give full play to the actual value of human capital, and ultimately improve the performance of enterprises. However, many enterprises in our country while recognizing the importance of human resources management, has also invested a great cost to establish a perfect human resource management system, but because of policy measures the connotation and objectives is not clear, and the actual enforcement activities is not enough and the human resources management deviated from the original purpose, so that the human resources management cannot reach the "gene" to measure the mechanism of employee's psychological perception and human resource management, human resource management and the general employees do not know how to improve human resource management activities, which can bring positive effect to the enterprise performance. Starting from this background, based on the analysis of relevant literature, this paper puts forward the research framework and hypothesis of the relationship between the three aspects of human resource management intensity, organizational climate and corporate performance, and makes an empirical study. This paper has six parts. The main structure and the main contents of each part are as follows: the first part is the introduction, including the research background and problems, research significance, research objectives and main contents, research ideas and methods, and research innovation. The research background is described from two aspects of reality and theory, and the significance of the research is discussed from two aspects of theoretical and practical significance. The second part is the literature review, based on detailed analysis of the existing literature, the human resource management strength and organizational atmosphere concept, dimensions, measurement and related empirical research was reviewed and evaluated; on firm performance index and influence factors were summarized. In particular, it makes a comparative analysis of the organizational and organizational culture, and clarifies the differences and connections between the two, so as to avoid confusion. The third part is the research design, based on expounding the significance of constructing the theory, social cognitive theory and social information processing theory, a comprehensive conclusion of previous empirical studies, proposed the human resources management intensity had significant effects on the performance of enterprises, has a significant predictive effect of organizational climate and organizational atmosphere play an important role in the regulation of the three core assumptions between human the strength and performance of the enterprise resource management on enterprise performance. Secondly, the human resource management intensity scale is obtained through the translation method, and the organization atmosphere of other scholars and the scale of enterprise performance are directly adopted. Finally, the survey sample and the process of the questionnaire are briefly explained. The fourth part is data analysis and hypothesis testing, firstly, using Cronbach 'alpha coefficient and confirmatory factor analysis. The reliability and validity of the scale is analyzed; secondly, the overall and the main variables sample descriptive statistics; then, using independent samples t test and ANOVA to analyze the difference of control variables in all the factors; the last is the core part of data analysis, using correlation analysis to determine the initial relationship between main variables, and on the basis of human resource management strength and enterprise performance and organizational atmosphere and corporate performance respectively by regression analysis on the relationship between human resource management strength and organizational atmosphere and enterprise performance the test, finally adjusting effect to the atmosphere of the organization was verified by multi regression analysis. The fifth part suggestions and management policy for the results are discussed from the three aspects of human resource management strength, organization atmosphere and regulation of the detailed discussion of the research results of the data analysis, and the construction of human resources management from the appropriate strength put forward the "two in one" (human resource management strength and organizational atmosphere according to the suggestion of management). The details are as follows: to strengthen the human resources management system, a clear implementation of human resources management system to ensure uniqueness, consistency, human resources management system to reach a consensus on the human resource management system and supporting the development of the evaluation system of five measures; from the good atmosphere of the organization, according to the organization atmosphere measurement dimension scale, put forward the shaping of friendly relationships, trust cultivate a fair and democratic management style and weakening bureaucracy obstacles to the implementation of the three measures to provide useful suggestions to strength construction enterprise human resources management system in order to. The sixth part is the summary and Prospect of the study. First of all, this research summarize; then, the limitation of the present research discusses human resource management strength scale and corporate performance indicators set two aspects; finally, from two aspects of human resource management strength and organizational atmosphere for the future related research is prospected. In conclusion, this study uses qualitative and quantitative methods to explore the relationship between human resource management intensity, organizational climate and business performance. The results show that human resource management intensity and its three dimensions (uniqueness, consistency and consensus) are qualitative and quantitative.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F272.5

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