薪酬、授权、培训、职业发展与组织创新关系研究  

An empirical study of relationship among payment,empowerment,training,career development,and organizational innovation

作　　者：孙锐[1,2] 

机构地区：[1]清华大学经济管理学院,北京100084 [2]山东经济学院,山东济南250014

出　　处：《科研管理》2010年第2期57-64,共8页Science Research Management

基　　金：国家自然科学基金项目(70672072);山东省自然科学基金项目(Y2007H01);山东软科学项目(2007RKB228);济南市软科学项目(090021)成果

摘　　要：有研究指出,特定的企业人力资源管理实践活动作为组织战略的重要体现,会对组织创新起到推动作用。本文以实证方式对合理授权、广泛培训、提供支持性的薪酬福利,推动职业发展的人力资源管理实践等活动与组织创新间的关系进行了探讨。研究表明,推动职业发展的人力资源管理实践,广泛的企业培训对组织创新因变量的解释量最大。同时,合理授权、广泛培训、职业生涯发展和提供支持性的薪酬福利等人力资源管理实践均对组织创新整体变量以及组织创新的多数维度产生正向影响。本研究将有助于我们加深对企业人力资源管理实践与企业创新间关系的理解,从而使企业的创新推动策略更具针对性和适应性。The existent researches pointed out that the specific practices of human resource management may play a role in promoting organizational innovation. By an empirical method,the relationship between human resources management practices,such as empowerment,extensive training,providing suppot salaries and benefits,pushing activities of career development and organizational innovation was explored. The study showed that career development and extensive training are the main explanation amounts of dependent rariable for the organizational innovation. At the same time,empowerment,extensive training,providing support salaries and benefits,pushing activities of career development have the positive impact on majority dimensions of organizational innovation. It will help understanding the relationship between enterprise human resource management and organizational innovation,make organizational innovation promot strategies more adaptable and targeted.

关 键 词：薪酬 授权 培训 职业发展 组织创新 

分 类 号：F270[经济管理—企业管理]