产业转型形势下企业HRM角色转变与组织有效性的关系研究

发布时间：2018-01-15 00:19

本文关键词：产业转型形势下企业HRM角色转变与组织有效性的关系研究　出处：《哈尔滨工业大学》2015年硕士论文　论文类型：学位论文

【摘要】：面临着日趋激烈的市场竞争和复杂多变的外部环境,企业生存和发展要求其必须创造出自身独有的竞争优势,而人力资源作为一种难以被同行企业复制和模仿的资本,越来越受到企业的关注。企业可以通过对人力资本进行科学有效的管理在促进和推动企业不断发展的同时也为企业创造了价值。随着中国产业转型程度的不断加深,企业的经营思想也在随之发生变化,企业开始对优质人力资本的获得和培育表现出高度的重视,在实践中不断注重人力资源管理的战略性转变,其原因就在于战略人力资源管理更强调企业战略目标的实现,提升组织绩效,进而使企业能够获得长期而持续的竞争优势。本文主要在分析人力资源管理战略性实施对于组织绩效的影响的基础上,从人力资源管理角色转变的角度出发,建立了产业转型期我国企业人力资源管理角色转变与组织有效性的回归模型。模型的实证研究主要采用因子分析与多元回归分析的方法,利用我国企业的相关数据进行实证研究,分析了人力资源管理角色转变对于组织有效性的影响。出于研究目的的考虑,将组织有效性划分为组织内部有效性和组织外部有效性两个维度;基于以往文献的支持,引入企业性质、企业资产、企业人数、企业年龄的企业作为调节变量,进一步探讨企业性质、企业资产、企业人数、企业年龄四个变量的调节作用。本文通过实证发现,在中国情境下人力资源管理角色转变与组织有效性之间存在着积极的促进作用,同时在不同企业性质、企业规模、企业年龄的企业中人力资源管理角色转变对于组织内外有效性的影响存在着差异。最后,根据实证研究的结果,在产业转型的大背景和大环境下,为我国企业推进人力资源管理向战略人力资源管理角色转变,提高组织有效性提出了一定的参考意见和建议。
[Abstract]:Facing the increasingly fierce market competition and the complex and changeable external environment, the survival and development of enterprises require them to create their own unique competitive advantage. Human resources, as a kind of capital which is difficult to be copied and imitated by peers. More and more enterprises pay more and more attention to it. Enterprises can promote and promote the continuous development of enterprises through the scientific and effective management of human capital. Along with the continuous increase of the degree of industrial transformation in china. Deep. The management thought of enterprises is also changing with it. Enterprises begin to attach great importance to the acquisition and cultivation of high-quality human capital and pay more attention to the strategic transformation of human resource management in practice. The reason is that strategic human resource management emphasizes the realization of enterprise strategic objectives and promotes organizational performance. In order to enable enterprises to obtain long-term and sustained competitive advantage, this paper mainly analyzes the impact of strategic implementation of human resources management on organizational performance, from the perspective of human resources management role change. This paper establishes a regression model of human resource management role change and organizational effectiveness in Chinese enterprises during the period of industrial transformation. The empirical study of the model mainly adopts the methods of factor analysis and multiple regression analysis. Based on the relevant data of Chinese enterprises, this paper analyzes the impact of the role change of human resource management on organizational effectiveness. The organizational effectiveness is divided into two dimensions: internal validity and external validity. Based on the support of previous literature, this paper introduces the enterprise nature, enterprise assets, enterprise number, enterprise age as a regulating variable to further explore the nature of the enterprise, enterprise assets, enterprise size. This paper finds that there is a positive promoting role between the role change of human resource management and organizational effectiveness in Chinese context, and at the same time, in different enterprise nature. There are differences in the impact of the role change of human resource management on the internal and external effectiveness of the enterprise. Finally, according to the results of empirical research, under the background and environment of industrial transformation. Some suggestions and suggestions are put forward for Chinese enterprises to promote the role of human resources management to strategic human resources management and to improve the effectiveness of the organization.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

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