面向知识密集型团队的HRM实践与团队创新绩效的关系  

Relationship between HRM Practice and Team Innovation Performance for Knowledge Intensive Teams

作　　者：戴军[1] 韩振[2] Dai Jun;Han Zhen

机构地区：[1]苏州工业园区服务外包职业学院服务贸易研究中心,江苏苏州215123 [2]同济大学经济与管理学院,上海200092

出　　处：《企业经济》2021年第12期111-118,共8页Enterprise Economy

基　　金：国家自然科学基金面上项目“多层次网络促动、知识异质度与企业持续创新能力研究”(项目编号:71272048);江苏高校哲学社会科学基金项目“中国制造2025背景下制造业实施反向服务外包的现状、问题及对策研究”(项目编号:2018SJA1926)。

摘　　要：以65家企业的485个团队为研究样本,构建了面向知识密集型团队的人力资源管理实践对团队创新绩效影响的研究模型,实证结果表明:在知识经济的竞争环境中,面向知识密集型团队的人力资源管理实践已经成为企业管理活动的重要组成部分,知识开始跨越各种边界渗透到各种场景中成为企业获取竞争优势的关键所在。研究结果还发现:人力资源管理实践中的动机提升和机会提升两个维度对团队创新绩效起到正向促进作用,感知的人力资源管理实践与团队知识分享起到一定的中介作用。本研究为知识密集型团队组建、运作及发展提出了一些管理启示,也为知识型员工在团队工作中提升学习效果不断增强自身价值,进而为团队创新作出应有的贡献提供一定的借鉴。Taking 485 teams from 65 enterprises as samples to construct a research model of the impact of human resource management practice for knowledge intensive teams on team innovation performance,this paper reveals that,in the competitive environment of knowledge economy,the human resource management practice for knowledge intensive teams has become an important part of enterprise management activities,and knowledge begins to penetrate into various scenes and has become the key for enterprises to obtain the competitive advantages.It finds that the two dimensions of motivation promotion and opportunity promotion in the human resource management practice play a positive role in promoting the team innovation performance,and the perceived human resource management practice and the team knowledge sharing play a certain intermediary role.This study provides some enlightenment for the formation,operation and development of knowledge intensive teams,and also provides some reference for knowledge workers to improve their learning effect and enhance their own value in team work,so as to make due contributions to team innovation.

关 键 词：人力资源管理实践 知识密集型团队 创新绩效 知识共享 

分 类 号：F272.92[经济管理—企业管理]