人力资源管理政策和执行与组织绩效的关系:一个对抗性交互效应的发现  

The Relationship between HRM Policy & Implementation and Organization Performance:A New Discovery of Antagonistic Interactive Effect

作　　者：黄波[1] 江新会[1] 顾江洪[1] 

机构地区：[1]云南财经大学商学院,云南昆明650221

出　　处：《外国经济与管理》2016年第5期58-68,共11页Foreign Economics & Management

基　　金：国家自然科学基金项目(71162002)

摘　　要：对于人力资源管理与组织绩效的关系这一基础性问题,现有研究的结论一直存在分歧。近期的研究开始更多地关注人力资源管理执行,从过程视角探讨人力资源管理与组织绩效的关系。为探索人力资源管理政策和执行对组织绩效影响的区分性及可能存在的交互效应,本文以MBA学员为调查对象,对来自184家企业的231份有效问卷进行了分析。结果发现,人力资源管理政策和执行相互区分,并对组织绩效有相对独立的影响;特别是人力资源管理执行对人力资源管理政策与组织绩效的关系起着强调节作用,呈现对抗性调节的模式,从而充分说明人力资源管理政策对组织绩效的作用受制于人力资源管理执行的水平。未来的研究有必要深入探讨中国管理情境下的人力资源管理执行问题。As for this basic issue about the relationship between HRM and organization performance, there has been a divergence of current research conclusions. Recent research begins to focus more on HRM implementation and discuss the relationship between HRM and organization performance from a process perspective. To explore the differentiation of the effect of HRM policy and implementation on organization performance and potential interaction, this paper surveys MBA students from 184 different firms and analyzes 231 usable questionnaires＇ data. The results show that HRM policy is distinguished from HRM implementation and they have relatively independent effects on organization performance. Particularly, it finds that HRM implementation has an antagonistic moderating effect on the relationship between HRM policy and organization performance, thereby completely implying that the role of HRM policy in organization performance is largely constrained by the degree of HRM implementation. More research is needed to penetrate HRM implementation in Chinese management context.

关 键 词：人力资源管理政策 人力资源管理执行 组织绩效 对抗性调节 

分 类 号：F270[经济管理—企业管理]