HR部门领导者跨部门平行影响风格及行为研究

发布时间：2018-08-27 07:04

【摘要】：跨部门平行影响是指部门成员在工作过程中影响其他部门成员的态度、观念和行为。对于在公司内备受争议且非常关键的HR部门而言,跨部门平行影响无论对于获得平行部门的任务承诺还是提升HR部门地位都起到举足轻重的作用。本文通过对12位成功的HR部门领导者的深度访谈,采用扎根理论方法研究了HR部门领导者跨部门平行影响的组织情景与个体特征,在此基础上界定了HR部门领导者四种类型的跨部门平行影响风格:营销型、管控型、咨询型、关系型。同时,通过对材料的编码分析,发现了HR部门领导者3种类型的跨部门平行影响的行为:认知驱动型、情感驱动型和专业方案驱动型,并对不同风格HR部门领导者的平行影响行为的差异进行比较分析。最后,文章构建了HR部门领导者跨部门平行影响风格及行为理论模型,并对HR部门领导者平行影响风格与组织情景的关系、与HR管理角色的关系、平行影响风格的转化进行了深入探讨。
[Abstract]:Interdepartmental Parallel Impact refers to how members of a department influence the attitudes, attitudes and behaviors of members of other departments in the course of their work. For disputed and critical HR departments in the company, it plays an important role in gaining commitment to the tasks of the parallel departments and promoting the status of HR departments. Through in-depth interviews with 12 successful HR Department leaders, this paper studies the organizational situation and individual characteristics of HR Department Leaders'cross-departmental parallel influence by using the grounded theory method, and defines four types of cross-departmental parallel influence styles of HR Department leaders: marketing type, control type, consulting type and relationship type. The coding analysis of the materials revealed three types of cross-sectoral parallel influence behaviors of HR Department leaders: cognitive-driven, emotional-driven and professional program-driven. The differences of parallel influence behaviors among different styles of HR department leaders were compared and analyzed. Finally, the cross-sectoral parallel influence styles of HR department leaders were constructed. And the behavioral theory model, and the relationship between HR Department Leaders'parallel influence style and organizational situation, the relationship with HR management role, and the transformation of parallel influence style are discussed in depth.
【作者单位】：复旦大学管理学院;华东交通大学经济管理学院;中国计量学院;四川大学商学院;
【基金】：浙江省自然科学基金项目“议题营销视角的人力资源战略角色实现研究:过程、行为及影响机制”(LY13G020015) 教育部高校人文社科项目青年基金项目“无边界职业生涯时代知识型员工就业力研究”(10YJC630223) 国家自然科学基金项目“从心理契约破裂到顾客满意度的递推效应研究:以服务行业为例”(71162006) 浙江省科技计划项目“浙江省装备制造业打造‘浙江制造’产地品牌的机制与政策研究”(2014C35008)的资助
【分类号】：F272.92

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