人力资源管理系统与组织结构匹配影响组织绩效的实证研究

发布时间：2018-05-23 10:27

本文选题：人力资源管理系统 + 组织结构　；参考：《华东经济管理》2015年06期

【摘要】：人力资源管理实践活动与组织内部或外部情境因素的匹配是战略人力资源管理研究领域中的热点问题之一。文章旨在运用构型理论,围绕人力资源管理系统与组织结构的外部匹配这个关键内容,探讨匹配效果及其对组织绩效的作用机制。本研究的实证研究主要有以下发现:人力资源管理系统与组织结构的权变理想型匹配与组织绩效呈现正相关关系,验证了权变理想型契合观点;组织特殊能力在权变理想型匹配对组织绩效的作用中扮演完全中介角色;人力资源管理系统与组织结构的权变混合型匹配与组织绩效没有呈现正相关关系,权变混合型契合观点没有得到验证。研究发现有助于研究者深入理解匹配的内涵及其对组织绩效的作用效果,也能为企业管理实践提供有益的借鉴和启示。
[Abstract]:The matching of human resource management practice with internal or external situational factors is one of the hot issues in the field of strategic human resources management. The purpose of this paper is to discuss the effect of matching and its mechanism on organizational performance by using configuration theory, focusing on the key content of external matching between human resource management system and organizational structure. The empirical research of this study has the following main findings: human resources management system and organizational structure of contingency ideal matching and organizational performance show a positive correlation, verify the contingency ideal fit; The special ability of organization plays a completely intermediary role in the role of contingency ideal matching in organizational performance, and there is no positive correlation between contingency matching and organizational performance in human resource management system and organizational structure. The contingency mixed fit view has not been verified. The findings are helpful for researchers to understand the connotation of matching and its effect on organizational performance, and can also provide useful reference and inspiration for enterprise management practice.
【作者单位】：广西大学商学院;武汉理工大学管理学院;华南理工大学工商管理学院;
【基金】：国家社会科学基金青年项目(12CGL052) 广西大学科研基金项目(XGS1401)
【分类号】：F272.92;F270

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