高承诺型人力资源管理实践对突破式创新的影响  

Impact of High-Commitment Human Resources Management Practice on Radical Innovation

作　　者：闫佳祺 贾建锋[1] 赵若男 连粤丰 YAN Jia-qi;JIA Jian-feng;ZHAO Ruo-nan;LIAN Yue-feng(School of Business Administration,Northeastern University,Shenyang 110169,China)

机构地区：[1]东北大学工商管理学院,辽宁沈阳110169

出　　处：《东北大学学报（自然科学版）》2022年第8期1209-1216,共8页Journal of Northeastern University(Natural Science)

基　　金：国家自然科学基金资助项目(72102033,72172032);教育部人文社会科学基金青年基金资助项目(21YJC630153);中央高校基本科研业务费专项资金资助项目(N2206012,N2006005);辽宁省社会科学规划基金青年项目(L21CGL013).

摘　　要：基于三个时点的362家企业高层管理者的调研数据,从过程型与内容型人力资源管理整合的视角,探讨了高承诺型人力资源管理实践对突破式创新的影响.研究发现:1)高承诺型人力资源管理实践显著激发外部知识获取活动;2)外部知识获取中介高承诺型人力资源管理实践对突破式创新的影响;3)人力资源管理强度调节高承诺型人力资源管理实践与外部知识获取的关系,人力资源管理强度越高,高承诺型人力资源管理实践对于外部知识获取的积极触发作用越强;4)人力资源管理强度调节了外部知识获取对高承诺型人力资源管理实践与突破式创新关系间的中介作用.Based on the survey data of top managers from 362 companies at three time points,the impact mechanism of the high-commitment human resources management practice on radical innovation is investigated from the perspective of process-based and content-based human resources management integration.It is found that:1)the high-commitment human resources management practice is significantly related to external knowledge acquisition;2)the external knowledge acquisition mediates the impact of high-commitment human resources management practice on radical innovation;3)the strength of the human resources management practice moderates the relationship between high-commitment human resources management practice and external knowledge acquisition.When the strength of the human resources management practice is stronger,the relationship between high-commitment human resources management practice and external knowledge acquisition is higher;4)the strength of the human resources management practice moderates the mediating effect of external knowledge acquisition on the relationship between high-commitment human resources management practice and radical innovation.

关 键 词：高承诺型人力资源管理实践 人力资源管理强度 突破式创新 外部知识获取 

分 类 号：C93[经济管理—管理学]