人力资源管理实践规范性对中小企业创新能力的权变影响研究

发布时间：2018-06-22 00:52

本文选题：人力资源管理实践 + 中小企业　；参考：《工业技术经济》2015年09期

【摘要】：为了明确人力资源管理实践规范性对中小企业创新能力的权变影响效果及影响机制,本文在调研江浙沪316家企业的基础上,分析了企业内部环境权变要素对人力资源管理实践规范化和中小企业创新能力之间关系的影响,研究发现:中小企业内部环境对人力资源管理实践活动与企业创新能力之间关系存在正向调节作用;在企业内部环境创新支持水平较高时,培训和发展与薪酬福利规范化水平对中小企业创新能力有显著正向影响,工作设计与甄选的规范化水平对中小企业创新能力有显著负向影响;在企业内部环境创新支持水平较低时,人力资源管理实践活动对中小企业创新能力没有产生显著影响。研究为寻找有效提升中小企业创新能力的人力资源管理实践提供思路。
[Abstract]:In order to clarify the contingency effect and mechanism of human resource management practice on innovation ability of small and medium-sized enterprises, this paper investigates 316 enterprises in Jiangsu, Zhejiang and Shanghai. This paper analyzes the influence of environmental contingency factors on the relationship between the standardization of human resource management practice and the innovation ability of small and medium-sized enterprises. It is found that the relationship between human resource management practice and enterprise innovation ability is positively regulated by the internal environment of small and medium-sized enterprises, and when the level of environmental innovation support is high, The standardized level of training and development and salary and welfare has a significant positive impact on the innovation ability of SMEs, and the standardized level of job design and selection has a significant negative impact on the innovation ability of SMEs. When the level of environmental innovation support is low, the practical activities of human resource management have no significant influence on the innovation ability of SMEs. The research provides ideas for the practice of human resource management to effectively enhance the innovation ability of small and medium-sized enterprises.
【作者单位】：上海理工大学;
【基金】：上海理工大学人文社科攀登计划
【分类号】：F272.92;F276.3;F273.1

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