可持续人力资源管理研究:实践体系与理论模型

发布时间：2018-06-17 17:06

本文选题：可持续发展 + 可持续人力资源管理　；参考：《中国人力资源开发》2017年10期

【摘要】：可持续人力资源管理突破传统战略人力资源管理以组织为中心的视角,致力于平衡组织经济效应和可持续发展之间的分歧,成为新的研究动向。现有关于可持续人力资源管理的内涵、实践构成及系统化理论模型尚未明确。本文在梳理相关文献基础上,从雇主和股东的经济利益、员工职业发展、员工家庭与工作平衡、政府税收和扩大就业需求、环保生态稳定等五方面提炼出可持续人力资源管理的实践体系,推导出包含前因变量、过程变量和结果变量在内的理论模型,启示企业以可持续发展理念有效地管理人力资源,以期获得持续竞争优势,实现经济、社会、环境和个人的协调发展。
[Abstract]:The sustainable human resource management breaks through the traditional strategic human resource management which regards the organization as the center, devotes to balance the difference between the economic effect of organization and the sustainable development, becomes the new research trend. At present, the connotation of sustainable human resource management, practical composition and systematic theoretical model are not clear. On the basis of combing the relevant literature, this paper analyzes the economic interests of employers and shareholders, the career development of employees, the balance between family and work of employees, the taxation of government and the expansion of employment demand. This paper abstracts the practical system of sustainable human resource management from five aspects, such as environmental protection and ecological stability, and deduces the theoretical model including pre-dependent variable, process variable and result variable, which enlightens enterprises to manage human resources effectively with the concept of sustainable development. In order to obtain the sustainable competitive advantage, realize the coordinated development of economy, society, environment and individual.
【作者单位】：深圳大学管理学院;
【基金】：国家自然科学基金项目“三方雇佣关系情境下派遣员工组织认同的影响因素及动态形成机理:一项追踪研究(71372184)”;国家自然科学基金项目“移动办公情境下移动工作者绩效实现研究:线上网络与线下社会网络共同嵌入视角(71672116)”资助
【分类号】：F272.92

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