人力资源管理对组织绩效影响研究

发布时间：2018-06-30 19:25

本文选题：组织绩效 + 人力资源管理　；参考：《西北农林科技大学》2016年硕士论文

【摘要】：伴随着社会的整体发展,经济发展水平的整体提高,企业之间的竞争愈加激烈。要想在革新加快的市场中取得一席之地,按照现代企业管理理念,企业必须制定长远可靠的运营战略。人力是企业最宝贵的财富,这是决定的企业的整体表现的基础。最近几年领域呈现基于组织绩效的热点研究,大多数研究表明:组织绩效受到市场导向与基于战略性视角的人力资源管理的影响。全观当前的国内外的文献和数据资料,已有许多学者对组织绩效和基于战略性视角的人力资源管理进行研究分析。通过相关的文献分析,本研究提出人力资源管理同组织绩效的研究分析假设,目的为了阐明织绩效和基于战略性视角的人力资源管理之间的相互作用关系,可以更加全面地为公司的人力资源建设奠定相关的理论基础。本文基于对研究背景和意义明确的前提下,首先对人力资源管理的相关资料和组织绩效的有关文献资料进行了阐述,鉴定了该文的假研究的基础,为模型构架提供了强有力的理论支撑。其次,进行人力资源管理同组织绩效之间的研究分析。以平衡计分法为基础,提出了人力资源管理和组织绩效之间的理论模型。基于文献综述和理论模型的前提下,进行研究假设分析与实证模型的推理。再次,在对国内外有关量表研究的积累下,确定了该文的调查问卷。通过调查问卷的发放,数据收集与整理分析,最终验证本文的研究假设。研究证明,在人力资源管理的相关影响维度里,招聘与工作分配对财务状况和企业整体的学习与创新有正向的显著影响。对员工的职业培训与规划对财务状况和客户满意有正向的显著影响。公司的薪酬福利制度与财务状况和内部流程有正向的显著影响。公司的绩效考核方式对客户满意和学习与创新有正向的显著影响。因此,人力资源管理的不同维度均可以对组织绩效产生影响,最后通过分析实证结果,给管理者的日后管理提供相关的建议。
[Abstract]:With the overall development of society and the overall improvement of economic development, the competition between enterprises is becoming more and more fierce. In order to gain a place in the market of accelerating innovation, according to the modern enterprise management concept, enterprises must formulate long-term and reliable operation strategy. Manpower is the most valuable asset of the enterprise, which is the basis of the overall performance of the enterprise. In recent years, there has been a hot research on organizational performance, most of which show that organizational performance is influenced by market orientation and human resource management based on strategic perspective. Looking at the current literature and data at home and abroad, many scholars have conducted research and analysis on organizational performance and human resource management based on strategic perspective. Through the relevant literature analysis, this study puts forward the research and analysis hypothesis of human resource management and organizational performance, in order to clarify the interaction between organizational performance and human resources management based on strategic perspective. It can lay the relevant theoretical foundation for the human resource construction of the company more comprehensively. Based on the clear background and significance of the research, this paper firstly expounds the relevant information of human resource management and the related literature on organizational performance, and identifies the basis of the false research. It provides a strong theoretical support for the model framework. Secondly, research and analysis between human resource management and organizational performance. Based on the balanced scoring method, a theoretical model between human resource management and organizational performance is proposed. Based on literature review and theoretical model, the hypothesis analysis and empirical model reasoning are carried out. Thirdly, under the accumulation of domestic and foreign research on the scale, the questionnaire of this paper is determined. Through the distribution of questionnaires, data collection and analysis, finally verify the research hypothesis. The results show that recruitment and job assignment have a positive and significant impact on financial status and overall learning and innovation of enterprises in the relevant dimensions of human resource management. Career training and planning for employees have a significant positive impact on financial position and customer satisfaction. The company's compensation and benefits system and financial position and internal processes have a significant positive impact. The company's performance appraisal has a significant positive impact on customer satisfaction and learning and innovation. Therefore, different dimensions of human resource management can have an impact on organizational performance. Finally, through the analysis of empirical results, provide relevant suggestions for the future management of managers.
【学位授予单位】：西北农林科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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