知识共享视角下人力资源管理实践对创新绩效的影响研究

发布时间：2018-03-03 04:15

本文选题：人力资源管理实践　切入点：知识共享　出处：《湖南师范大学》2013年硕士论文　论文类型：学位论文

【摘要】：创新是一个国家繁荣富强的灵魂,是一个企业应对竞争的法宝。当今社会,随着经济的不断高速发展,竞争压力也在不断增大,因此创新成为企业在竞争中处于不败之位的一个非常有效的手段。那么如何去提高企业的创新能力?有的企业加大科研投入,有的企业加大人才引进,本文将基于知识共享的角度去分析人力资源管理实践对于创新绩效的影响。本文借鉴CollinsSmith(2006)的研究,选取员工招聘、员工培训、员工考核和员工激励作为人力资源管理实践的四个维度；关于知识共享的维度,本文借鉴日本学者野中郁次郎(1995)提出的SECI模型,将社会化和内在化能力作为隐性知识共享,将综合化能力和外在化能力作为显性知识共享；对于创新绩效维度的划分,主要借鉴Daft(1978)的维度划分和NonakaTakeuchi(1995)的观点,将创新绩效划分为技术创新和管理创新两个维度。根据上述维度的划分,设计了问卷。问卷分为访谈式问卷和半结构式的调查问卷。访谈式问卷主要是和湖南省移动等企业人力资源部的相关工作人员进行交流；半结构式问卷主要是对湖南省14个地市(州)中各类企业通过各种形式进行了问卷调查。根据收回的调查问卷进行实证分析,得出如下主要结论：第一,人力资源管理实践对知识共享具有正向作用；第二,知识共享对创新绩效具有正向作用；第三,人力资源管理实践对创新绩效具有正向作用。其中,显性知识共享在人力资源管理实践与创新绩效之间的中间效用部分显著；隐性知识共享在人力资源管理实践与创新绩效之间的中间效用部分显著。
[Abstract]:Innovation is the soul of a country's prosperity and strength, and a magic weapon for an enterprise to cope with competition. In today's society, with the continuous rapid development of the economy, the competitive pressure is also increasing. Therefore, innovation has become a very effective means for enterprises to be in an undefeated position in the competition. So how to improve the innovation ability of enterprises? Some enterprises increase investment in scientific research, some enterprises increase the introduction of talents, this paper will analyze the impact of human resource management practice on innovation performance based on the perspective of knowledge sharing. This paper draws lessons from the research of Collins Smith 2006, and selects employee recruitment, employee training, employee evaluation and employee motivation as four dimensions of human resources management practice. This paper draws lessons from the SECI model put forward by Japanese scholar Yuichiro Nozohiro (1995), regards socialization and internalization as tacit knowledge sharing, synthesizing ability and externalizing ability as explicit knowledge sharing, and classifying the dimension of innovation performance. Based on the dimensionality division of Daftl (1978) and Nonaka Takeuchion (1995), innovation performance is divided into two dimensions: technological innovation and management innovation. According to the division of the above dimensions, the questionnaire is designed. The questionnaire is divided into interview questionnaire and semi-structured questionnaire. The interview questionnaire is mainly to communicate with the relevant staff of Hunan Mobile and other enterprises' human resources department. The semi-structured questionnaire is mainly used to survey all kinds of enterprises in 14 cities (states) of Hunan Province through various forms. Based on the empirical analysis of the questionnaires collected, the main conclusions are as follows: first, Human resource management practice has positive effect on knowledge sharing; second, knowledge sharing has positive effect on innovation performance; third, human resources management practice has positive effect on innovation performance. The intermediate utility of explicit knowledge sharing is significant between human resource management practice and innovation performance, while tacit knowledge sharing is significant between human resource management practice and innovation performance.
【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92

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