人力资源管理与组织绩效关系的实践——国外四大理论的阐释  

Practice Approaches Between Human Resource Management and Organizational Performance: Explanation of Four Foreign Theories

作　　者：杨婧[1,2] 杨河清[3,4] YANG Jing;YANG Heqing(Beijing International Studies University,Beijing 100024;Capital University of Economics and Business,Beijing 100070;Shandong Youth University of Political Science,Jinan 250103)

机构地区：[1]北京第二外国语学院旅游科学学院,北京100024 [2]北京第二外国语学院北京旅游发展研究基地,北京100024 [3]首都经济贸易大学劳动经济学院,北京100070 [4]山东青年政治学院,山东济南250103

出　　处：《首都经济贸易大学学报》2020年第1期103-112,共10页Journal of Capital University of Economics and Business

摘　　要：通过对国际经典文献的梳理和分析,从如何建立对人的管理与组织绩效间的有效联系入手,分别从起源、代表性、重大贡献和主要局限性等角度对研究人力资源管理与组织绩效关系的主要实践方法——最佳实践法、权变法、结构形态法和资源论展开讨论,发现近三十年来,人力资源管理实践方法的研究几乎都围绕着上述这些主流理论展开,推动了上述理论的形成与发展,形成了不同但具有包容性的学说体系。Based on the analysis of international classic literature,this paper discusses the main practical methods of researching the relationship between human resource management and organisational performance(the best practice approach,the contingency approach,the configurational approach and the resource-based view),from the perspectives of origin,representativeness,significant contribution and main limitations.This paper argues that on one hand,the research of human resource management practice methods had promoted the formation and development of the above theories in the past 30 years;on the other hand,the research is almost around these mainstream theories,forming a different,but inclusive theoretical system.

关 键 词：战略人力资源管理 高绩效工作实践系统 最佳实践 权变理论 结构形态理论 资源论 

分 类 号：F272.92[经济管理—企业管理]