高绩效人力资源实践活动对员工流失率的协同与互补效应研究  

The Synergistic Effect in High Performance Human Resource Practices:Based on the Fuzzy-set Qualitative Comparative Analysis

作　　者：彭娟[1] 张光磊[2] 刘善仕[3] 

机构地区：[1]广西大学商学院,南宁530004 [2]武汉理工大学管理学院,武汉430070 [3]华南理工大学工商管理学院,广州510640

出　　处：《管理评论》2016年第5期175-185,共11页Management Review

基　　金：广西大学科研基金项目(XGS1401);国家社会科学基金项目(12CGL052)

摘　　要：人力资源实践捆绑及其产生的协同效用是一个非常值得研究者关注的话题。文章以人力资源实践捆绑而形成的协同和互补效应为焦点,引入模糊集定性比较分析方法,重点探讨哪些人力资源实践捆绑能带来较低员工流失率。研究发现:(1)当组织试图通过能力发展要素投入降低员工流失率时,需将其与动机激发要素捆绑起来实施;(2)将薪酬激励与绩效挂钩的做法对降低组织员工流失率非常有效;(3)组织实施参与机会要素需同时捆绑实施能力发展要素和动机激发要素才能降低员工流失率。研究结果支持了人力资源实践捆绑所能带来的积极效果,并从实证上发现人力资源实践捆绑内部存在着替代效应。The benefits of human resource bundles（ HR bundles） are heavily debated in the strategic human resource management literature. This study uses a configurational approach to analyze the constellation of different HR bundles in which a bundle leads to low employee turnover. Our results indicate that when the organization tries to reduce employee turnover by acquiring ability-enhancing HR bundle,the motivation-enhancing HR bundle should be implemented at the same time. Our study also finds implementing the immediate incentive and performance-based appraisal simultaneously can reduce employee turnover effectively. While the organization wants to reduce employee turnover by acquiring opportunity-enhancing HR bundle,we find some evidence for arguing that combining the other two HR practices bundles would be better. The study confirms that bundles of human resource practices would receive high organization performance empirically,and exploits the rule of how the HR bundles bind.

关 键 词：人力资源实践捆绑 协同效应 互补效应 员工流失率 

分 类 号：F272.92[经济管理—企业管理]