战略人力资本与企业竞争优势关系研究  

The Relationship between Strategic Human Capital and Corporate Competitive Advantage

作　　者：高素英[1,2] 赵曙明[2] 张艳丽[1] 

机构地区：[1]河北工业大学管理学院,天津300401 [2]南京大学商学院,南京210093

出　　处：《管理评论》2012年第5期118-126,共9页Management Review

基　　金：国家自然科学基金重点项目(70732002);国家自然科学基金项目(71172153);河北省自然科学基金项目(G2009000137);河北省社科基金项目(HB10XGL203)

摘　　要：战略人力资本创造价值的过程,本质上是通过具有组织协调能力属性的人力资源实践,发挥人力资本价值和保持企业竞争优势的问题。论文通过对中国大陆地区111家企业的人力资源部管理人员和部门经理进行有效的问卷调查,对战略人力资本从教育水平和工作经验、组织成员能力以及员工的价值性、独特性和不可模仿性这三个方面进行比较精确和直接的测量,并采用层级回归的分析方法对数据进行检验。研究结果表明,战略人力资本对企业竞争优势具有直接显著的正向影响;同时,当加入具有组织协调能力属性的人力资源实践作为中介变量时,人力资源实践在战略人力资本与企业竞争优势的影响关系中起到部分中介的作用。论文基于企业资源基础论的框架,从资源-能力-企业竞争优势的逻辑线索对战略人力资本与企业竞争优势之间的关系进行探讨,进而为打开战略人力资源管理领域的"黑箱"提供了一个新的视角。The process of value creation by strategic human capital is to exert its functions and maintain competitive advantage of firms through human resource practices which have the coordinative attributes. Data are collected from human resource departments and line managers in 111 firms of China's Mainland via self-administered questionnaire. The survey is conducted from the perspectives of educational level, working experience, abilities, value, rareness and inimitahility about strategic human capital. The hierarchical regression analysis shows that strategic human capital has positive impact on corporate competitive advantage, and human resource practices partially mediate the relationship between strategic human capital and corporate competitive advantage. The paper explores the relationship between strategic human capital and corporate competitive advantage in line with resource-based view of firms as well as the ＂black box＂ in the field of strategic human resource management.

关 键 词：资源基础观 战略人力资本 组织协调能力 人力资源实践 企业竞争优势 

分 类 号：F272.92[经济管理—企业管理] F224[经济管理—国民经济]