一线管理者人力资源管理效能的实证研究:政策程序与人力资源部门支持的调节作用  

An Empirical Study on First Line Managers' HRM Effectiveness

作　　者：刘向阳[1] 冼志涛 张程程[1] 

机构地区：[1]华南理工大学工商管理学院

出　　处：《中国人力资源开发》2015年第3期47-54,共8页Human Resources Development of China

摘　　要：过往的文献中一贯关注中层管理者的管理效能问题,而忽略了一线管理者对人力资源管理效能的贡献。本文以161名企业一线管理者为研究对象,从人力资源管理者的角度来评价他们在执行人力资源管理活动的参与期望、负荷能力、胜任力与执行效能的关系,以及组织的政策程序和人力资源部门支持对这些关系所起的调节作用。研究发现:(1)一线管理者的参与期望、胜任力与其人力资源管理效能均有显著正相关关系;(2)组织对一线管理者的政策程序在参与期望和胜任力两个因素与执行效能间具有显著调节作用;(3)人力资源部门支持在胜任力因素与执行效能间具有显著调节作用。The previous research has always focus on the HRM effectiveness of middle- level managers but not the HRM effectiveness of first line managers. This research focuses on the constrain factors of first line managers＇ HRM effectiveness based on 161 first line managers. This research discusses the relationship among the desire, load capacity, competency and HRM effectiveness of first line managers. Also, police and procedure, the support from HR department are moderators between these constrain factors and HRM effectiveness. The result shows： （1）Tbe desire and competency are positive related to the first line managers＇ FIRM effectiveness. （2） The organization＇ s police end procedure has the moderating effects between the constraints of desire, competency end the first line managers＇ HRM effectiveness. （3） The support from HR department has the moderating effects between the constraints of competency and the first line managers＇ HRM effectiveness.

关 键 词：一线管理者 人力资源管理效能 制约因素 

分 类 号：F272.92[经济管理—企业管理]