公司创业战略、人力资源结构与人力资源策略研究  

Research on the relationship among corporate entrepreneurship strategy,human resource structure, and human resource management strategy

作　　者：戚振江[1] 王重鸣[1] 

机构地区：[1]浙江大学管理学院,浙江杭州310058

出　　处：《科研管理》2010年第4期146-155,共10页Science Research Management

基　　金：国家自然基金(70732001):2008.1-2011.12;国家自然基金(70602015):2007.1-2009.12;浙江大学青年教师交叉研究种子基金:2009.9-2010.12

摘　　要：本研究通过76家民营企业228位员工问卷调查,运用结构方程建模等统计方法,检验了基于管理价值取向的人力资源策略结构模型,及其与公司创业战略、人力资源结构的关系模式。结果显示:人力资源策略具有开放协作、承诺支持、效率目标和稳定规则四维特征;差异化创业战略对开放协作、承诺支持存在显著影响;成本领先创业战略对效率目标、稳定规则有着积极作用;创业战略与人力资源结构对人力资源策略存在显著交互效应。在此基础上并运用展望理论对研究结果进行讨论。本研究结果为探究人力资源策略理论、验证人力资源策略与组织战略匹配关系提供前期研究基础,也为丰富战略性人力资源管理理论提供有益参考。Based on the questionnaire survey of 228 employees from 76 private businesses and through structural equation modeling,the structural model of managerial value-oriented human resource management strategy and its relationship pattern with corporate entrepreneurship strategy and Human Resource Management Strategy （ HRMS） are examined. The findings showed that HRMS had four dimensions： openness-cooperation,commitment-supportiveness,efficiency-goal,and stable-regulation. The differentiation strategy had a significantly positive effect on openness-cooperation and commitment support; cost leadership strategy had a significant effect on efficiency-goal and stable-regulation. Corporate entrepreneurship strategy and human resource structure had a significant interaction effect on HRMS . Then prospect theory was used to discuss the outcomes. The findings provided the foundations for further exploring HRMS theory and examining the fitness between HRMS and organization strategies,and enriching strategic human resource management theory.

关 键 词：公司创业战略 人力资源结构 人力资源策略 交互效应 

分 类 号：F240[经济管理—劳动经济]