人力资源管理与组织绩效的关系:基于权变观的作用机制研究  

The Relationship between Human resource management and organizational performance:Deliverables Study from Contingency perspective

作　　者：王兰云[1] 

机构地区：[1]天津财经大学,天津300222

出　　处：《科学管理研究》2008年第1期86-90,共5页Scientific Management Research

摘　　要：基于战略人力资源管理的权变观思想,回顾并分析了人力资源管理与组织绩效联系的不同模式;在此基础上,以战略人力资源绩效为传导机制,以战略绩效驱动力为一致性标准,建立起了人力资源管理、竞争战略以及组织绩效之间的因果关系,剖析了人力资源作用机制的来源及其作用过程,为战略人力资源管理更好地促进组织绩效提供了有益的探索。Based on contingency perspective in strategic human resource management studying, The paper first reviews and analyzes different deliverable models in current study, then chooses strategic human resource performance as deliverables and strategic performance driver as appraisal standards, sets up the causality among human resource management, competitive strategy and organizational performance, analyzes the sources of these deliverables and its effect, in order to enhance the effects of strategic human resource management on organizational performance.

关 键 词：人力资源管理 组织绩效 作用机制 权变观 

分 类 号：F272.92[经济管理—企业管理] F276.6[经济管理—国民经济]