R&D团队人力资源管理实践对企业创新绩效的影响研究  

Influence of Human Resource Management Practices for R&D Team on Enterprise Innovation Performance

作　　者：赵文红[1] 周密[1] 

机构地区：[1]西安交通大学管理学院,西安710049

出　　处：《研究与发展管理》2012年第4期61-70,102,共11页R&D Management

基　　金：国家自然科学基金资助项目"创新资源获取和动态管理对企业成长的影响研究"(71072133)和"组织内社会关系网络对知识转移成效的影响研究"(70872089)

摘　　要：在人力资源管理实践和研发团队管理相关文献的基础上,归纳出提高研发团队创新绩效的人力资源管理实践的4个维度,提出针对研发团队的人力资源管理实践影响企业创新绩效的理论模型,并使用陕西地区201家企业研发团队的数据对该模型进行验证.结果显示,研发团队的内部机会、培训与发展、决策参与这3项人力资源管理实践能够显著提升研发团队成员的组织支持感知,进而使其对组织产生感情承诺,影响企业的创新绩效;但团队薪酬这一人力资源实践却并不能增强员工的组织支持感知.最后对企业研发人员的人力资源管理提供相应的启示和建议.Based on the literature review of human resource management practices and R＆D team management, it sum- marizes the four demensions of HRM practices for R＆D team, and proposes a conceptual model to describe how the HRM practices for R＆D team influence enterprise innovation performance. Using the data from 201 enterprises in Shanxi, it tests the validity of the model. The result suggests that three demensions of HRM practices for R＆D team of internal opportunity, training ＆ development, and decision participation can significantly influence the perceived organ- ization support of the R＆D team member, and then influence the affeetive commitment, which in turn has a significant effect on enterprise innovation performance. But, the demension of team salary can＇t improve the perceived organization support. At last, it provides corresponding enlightments and suggestions for enterprises to improve their HRM for R＆D teams.

关 键 词：研发团队 创新绩效 人力资源管理 员工组织关系 

分 类 号：F270[经济管理—企业管理]