“HRM-竞争战略”匹配模式对组织适应性绩效的作用机制研究  

An Empirical Research on The Effect of “HRM-Competitive Strategy” Fitting Model on Organizational Adaptive Performance——The Mediating Role of Human Resource Flexibility

作　　者：魏海波[1] 李新建[1] 刘翔宇[2] 

机构地区：[1]南开大学商学院 [2]天津师范大学管理学院

出　　处：《管理学报》2018年第3期366-374,共9页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71372095);国家自然科学基金资助青年项目(71702131);天津市哲学社会科学规划资助项目(TJGLQN17-014)

摘　　要：借鉴复杂适应系统理论(CAS),构建了"内部化HRM战略-防御型竞争战略"和"外部化HRM战略-探索型竞争战略"两种匹配模式,并选取人力资源柔性(功能柔性和数量柔性)作为中介变量,运用Polynomial Regression方法和450份中国企业的调查数据,验证了不同战略匹配模式对组织适应性绩效的影响效果。研究结果发现,"内部化HRM战略-防御型竞争战略"匹配模式对组织适应性绩效有显著的正向影响,且功能柔性在影响过程中具备中介作用;但"外部化HRM战略-探索型竞争战略"的匹配模式对数量柔性及组织适应性绩效的影响作用尚需进一步验证。Based on the theory of complex adaptive system（CAS）,this study distinguishes two types of HRM strategic modes（internalization and externalization）and two types of organizational competitive strategies（defensive and exploratory）,and further builds the fit modes between them.Moreover,it chooses two human resource flexibilities（functional flexibility and numerical flexibility）as mediators.In addition,on the foundation of data collected from 450 Chinese enterprises,it utilizes Polynomial Regression method to examine the effects of different strategic fit modes on organizational adaptive performance.The empirical results indicate that internal HRM strategy-defensive competitive strategy fit has significant positive influence on organizational adaptive performance and human resource functional flexibility plays the mediating role during this process.While the influence of external HRM strategy-exploratory competitive strategy fit on human resource numerical flexibility and organizational adaptive performance needs to be tested and explored further.

关 键 词：企业竞争战略 HRM战略匹配 人力资源柔性 适应性绩效 

分 类 号：C93[经济管理—管理学]