基于贡献率的企业人才竞争战略可行决策域研究  

Research on Feasible Decision Domain of Enterprise Talent Competition Strategy Based on the Contribution Rate

作　　者：肖利哲[1] 邢嘉 杨仲基 Xiao Lizhe;Xing Jia;Yang Zhonji(School of Economics and Management,Harbin University of Science and Technology,Harbin 150040,China)

机构地区：[1]哈尔滨理工大学经济与管理学院,黑龙江哈尔滨150040

出　　处：《科技进步与对策》2018年第19期116-122,共7页Science & Technology Progress and Policy

基　　金：国家自然科学基金项目(71503061);哈尔滨市软科学科技攻关项目(2016AC9QT023)

摘　　要：通过对企业人才竞争战略决策要素的分析,归纳提炼出基于人才贡献率提升的可行决策域的4个关键决策变量,即标杆选择强度、组织变革程度、联合效应和企业人才整体压力感知,并提出四变量相互作用关系假设。通过对问卷数据的统计分析,运用结构方程模型、层次回归法验证该假设。在此基础上,通过理论分析划定了可行决策域,即只有在人才整体中等程度压力感知范围内,选择中低、中高或适度高强度的标杆及与之相对应的组织变革程度和联合效应的组合对策,才能实现人才贡献率最大化。这一结论不仅拓展了人才竞争战略决策理论,而且可为企业制定人才竞争战略提供可靠的匹配模式。Through the analysis of decision elements of enterprise talent competition strategy,four key decision variables for the feasible decision domain based on the contribution rate of talents promotion are summarized,which are the selection intensity of the benchmark,the degree of organizational change,the joint effect and the overall pressure perception of enterprise talents,put forward the hypothesis of interaction between four variables.Through the statistical analysis of the questionnaire data,using the method of structural equation modeling and the hierarchical regression,the hypothesis is validated.On this basis,the feasible decision domain is delineated by theoretical analysis,that is only when within the medium range of the overall pressure perception of talents,the reasonable contribution rate of talents to maximize can be achieved when selecting medium-low,medium-high or moderate-high intensity benchmark and its corresponding the degree of organizational change and joint effect as combination countermeasures.This conclusion not only expands the theory of talent competition strategy decision-making,but also provides a reliable matching mode for enterprises to make talent competition strategy.

关 键 词：人才贡献率 人才竞争战略 可行决策域 层次回归法 结构方程模型 

分 类 号：F272.92[经济管理—企业管理]