人力资源管理系统对组织绩效的影响——一个匹配视角下的整合模型  

Influence Mechanism of HRM System on Organizational Performance——An Integration Model based on Fit Perspective

作　　者：井辉[1] 

机构地区：[1]郑州大学商学院,河南郑州450001

出　　处：《技术经济与管理研究》2017年第9期52-56,共5页Journal of Technical Economics & Management

基　　金：国家自然科学基金(NSFC)-河南人才联合基金项目(U1404704);河南省高等学校青年骨干教师资助计划项目(2015GGJS-165);河南省高校科技创新人才支持计划(人文社科类)资助项目(2017-cxrc-026)

摘　　要：人力资源管理系统如何影响组织绩效?无论是传统的"最佳匹配"问题研究,还是战略HRM中的"最佳实践"和"构型理论"等问题研究,大都关注HRM系统某一或若干方面对组织绩效的影响,缺乏对HRM系统整体绩效作用机制的考察。文章通过对HRM理论中最佳匹配、最佳实践、构型理论、个性化/差异化HRM实践等典型研究成果的总结,基于"匹配"思想,构建了一个致力于三种匹配关系(HRM战略与组织战略的匹配、HRM实践与HRM战略的匹配、HRM实践与人力资源个体的匹配)达成的HRM系统模型。该模型不仅为发展HRM理论提供了一个新视角,对各类组织HRM系统的变革与创新也将发挥一定的指导意义。How the influence of human resource management（HRM） system on organizational performance does on earth？ However,research on ＂best fit＂ mode in the traditional framework, or ＂best practices＂ and ＂configuration theory＂ modes in strategic HRM framework, all mainly focus on the impact of HRM system on organizational performance from one or several perspectives, and there lacks of examinations to the overall influence mechanism of HRM system on organizational performance. Based on fit perspective by reviewing to several typical theoretical viewpoints in current HRM research, such as ＂best fit＂, ＂best practice＂, ＂configuration theory＂, and ＂differentiated/idiosyncratic HRM practice＂, an integration model of HRM system is constructed, which aims to achieve three types of fit,which are the fit between HRM strategy and organization strategy, the fit between HRM practice and HRM strategy, the fit between HRM practice and human resource individual characteristics. This model not only provides a new perspective for the study of HRM theory, but also has very important practical guiding significances to HRM reform and innovation of all kinds of company.

关 键 词：人力资源 管理系统 组织绩效 匹配思想 组织战略 

分 类 号：F272.92[经济管理—企业管理]