内外资企业人力资源管理实践的维度及绩效分析  

An Analysis on Dimension and Performance of Human Resource Management Practice in Both Chinese and Foreign-funded Enterprises

作　　者：朱晋伟 胡万梅 李峰 

机构地区：[1]江南大学商学院,江苏无锡214122

出　　处：《华东经济管理》2014年第8期119-123,共5页East China Economic Management

基　　金：国家社会科学基金项目(14BGL019);教育部人文社会科学研究规划基金项目(09YJA630051)

摘　　要：针对中国文化背景下的内资企业和外资企业人力资源管理实践的现状,文章运用因子分析法归纳出人力资源管理实践的四个测量维度:参与式企业管理、结果导向式考核、开放式员工选拔、浮动式薪酬结构。中国人力资源管理实践继承了传统人力资源管理的特征,又具有西方参与管理的特点。通过多元回归发现:参与式企业管理、浮动式薪酬结构和结果导向式考核对人力资源管理绩效具有显著正向影响,内资企业人力资源管理绩效显著低于外资企业。研究表明,内资企业在重视结果导向考核和浮动式薪酬结构的同时,要借鉴外资企业的参与管理经验。Aiming at the present situation of human resource management practice of both domestic and foreign-funded enter- prises under the Chinese cultural background, the paper identifies four dimensions of human resource management practice by applying factor analysis method： participatory enterprise management, result-oriented assessment, open employee selection and floating salary structure. Chinese human resource management practice not only succeeds the traditional features of human resource management, but also absorbs the characteristics of the western participatory enterprise management. The results show that, through multiple regression analysis, participatory enterprise management, floating salary structure and result-ori- ented assessment have a significant positive impact on human resources management performance; the level of human resource management performance of domestic enterprises is remarkably lower than that of foreign-funded enterprises. The study indi- cates that domestic enterprises should learn experiences from foreign-funded enterprises＇ participatory management, while at- tach importance to resnlt-oriented assessment and floating salary structure.

关 键 词：人力资源管理实践 人力资源管理绩效 外资企业 跨国经营 

分 类 号：F272.92[经济管理—企业管理]