人力资源实践构型和创新绩效的关系研究:基于业务单元层的双重中介作用

发布时间：2018-06-07 00:31

本文选题：人力资源构型 + 创新　；参考：《山东大学学报(哲学社会科学版)》2015年01期

【摘要】：人力资源实践对业务单元层次(unit lever)创新起着重要的影响,但相关研究对人力资源实践内部结构形态和作用方式解释不足。基于人力资源构型观点,可以将业务单元层次的人力资源管理亚结构区分为自主导向构型和创新整合构型,并采用独特人力资本和价值人力资本作为员工知识的衡量指标,采用员工关系协调水平作为对员工创新互动行为的衡量指标,来探讨两种构型对创新起作用的具体路径。实证结果证明,两种人力资源构型直接影响业务单元层次的创新绩效,关系协调水平和价值性人力资本在上述关系中起到了完全中介作用,独特性人力资本则起到了部分中介作用,本研究的发现有助于理解人力资源实践对业务单元产出作用的因果关系。
[Abstract]:Human resource practice plays an important role in the innovation of business unit level. However, the internal structure and function mode of human resource practice are not explained by relevant researches. Based on the viewpoint of human resource configuration, the sub-structure of human resource management at the level of business unit can be divided into independent oriented configuration and innovative integrated configuration, and the unique human capital and value human capital can be used as the measurement index of employee knowledge. The coordination level of employee relationship is used as a measure of employee innovation interaction behavior to explore the specific path of the two configurations to play a role in innovation. The empirical results show that the two human resource configurations directly affect the innovation performance at the business unit level, and the relationship coordination level and the value of human capital play a full intermediary role in the above relationships. The findings of this study are helpful to understand the causal relationship between human resource practice and business unit output.
【作者单位】：山东财经大学公共管理学院;中国人事科学院;
【基金】：教育部人文社科规划青年项目“人力资源管理构型,工作结构与组织创新能力研究”(12YJC630036) 国家自然科学基金面上项目“中国企业组织情绪能力形成、结构及其对组织创新的影响研究——战略人力资源管理的视角”(71172109)
【分类号】：F272.92

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