人力资源双元柔性能力结构维度与作用机制的扎根研究

发布时间：2018-01-30 23:54

本文关键词： 人力资源双元柔性能力扎根研究概念模型作用机制模型　出处：《中国人力资源开发》2017年12期 　论文类型：期刊论文

【摘要】：外部环境急剧变化的情境下,人力资源柔性能力的培育和应用跃升为企业界和理论界普遍关注的核心议题。本研究借鉴"结构(管理形态)—行为(柔性能力应用)—绩效(组织绩效)"(Structure—Conduct—Performance,SCP)研究范式,采用扎根研究方法,通过对22位企业中高级管理者访谈资料的编码分析,提炼出56个概念、21个子范畴、11个范畴和4个主范畴,从而构建立体化的"人力资源双元柔性能力"概念模型和作用机制模型。主要研究结论包括:(1)基于双元悖论观,将人力资源柔性能力概念拓展为"人力资源双元柔性能力",兼顾稳态柔性和动态柔性的矛盾统一体,并进一步从数量(量)和功能(质)两个典型侧面挖掘子维度稳态雇佣柔性、稳态技能柔性、动态雇佣柔性、动态技能柔性,从而建构"双元双面"异质属性组合的嵌套性概念模型。(2)"人力资源双元柔性能力"的作用机制表现为:动态环境下,人力资源管理组合形态(内柔导向型、外柔导向型、内外兼柔导向型HRM),驱动稳态柔性和动态柔性双元能力的产生和互动,激发稳态雇佣柔性、稳态技能柔性、动态雇佣柔性、动态技能柔性的互补协同效应,提升综合性组织绩效。本文不仅为组织柔性理论在人力资源领域的应用提供新的研究视角,也为在复杂不确定性环境中亟需转型的我国企业提供了借鉴和启示。
[Abstract]:In the context of dramatic changes in the external environment. The cultivation and application of human resource flexibility has become a core issue of general concern in the business community and theoretical circle. This study draws lessons from "structure (management form)-behavior (flexibility capability application-performance (organizational performance)" (. Structure-Conduct-Performance. SCP) research paradigm, using the method of rooted research, through the analysis of 22 middle and senior managers interview data coding, extracted 56 concepts of 21 subcategories, 11 categories and 4 main categories. Thus, a three-dimensional "human resources dual flexibility" concept model and mechanism model are constructed. The main conclusions include: 1) based on the concept of dual paradox. The concept of human resource flexibility is extended to "human resource dual flexibility", which takes into account the contradictory unity of steady-state flexibility and dynamic flexibility. And further from the quantity (quantity) and the function (quality) two typical side mining subdimension steady-state employment flexibility, the steady-state skill flexibility, the dynamic employment flexibility, the dynamic skill flexibility. Thus, the nesting conceptual model of "dual-sided" heterogeneous attribute combination is constructed. The function mechanism of "human resources duality flexibility" is as follows: dynamic environment. The combination of human resource management (internal flexibility, external flexibility, internal and external flexible HRMs) drives the generation and interaction of steady and dynamic flexible dual capabilities, and stimulates steady employment flexibility. This paper not only provides a new research perspective for the application of organizational flexibility theory in the field of human resources, but also provides a complementary and synergistic effect of steady-state skill flexibility, dynamic employment flexibility and dynamic skill flexibility to improve the comprehensive organizational performance. It also provides reference and inspiration for the enterprises in our country that need to be transformed in the complex uncertain environment.
【作者单位】：天津师范大学管理学院;
【基金】：天津市哲学社会科学规划研究项目“组织柔性中的人力资源管理多重联动机制与运行效果研究:以天津为例”(TJGLQN17-014)资助
【分类号】：F272.92
【正文快照】： 进入21世纪,迎来了以互联网和大数据为依托,以信息技术、生物技术等新兴产业为主导的第四次产业革命,对经济、社会、文化及人类自身产生着深远的影响,并颠覆了传统的商业模式和组织形态,对处于竞争风口的中国企业提出了新的挑战。外部环境的瞬息万变,驱动人力资源配置与管理模

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