一视同仁:年龄包容型人力资源管理研究回顾与未来方向  

Age-inclusive Human Resource Management:A Literature Review and Agenda for Future Research

作　　者：许彤 王震[1] Tong XU;Zhen WANG(School of Business,Central University of Finance and Economics,Beijing 100081)

机构地区：[1]中央财经大学商学院,北京100081

出　　处：《中国人力资源开发》2023年第3期6-23,共18页Human Resources Development of China

基　　金：国家自然科学基金面上项目(71772193,72172170);国家社会科学基金重大项目(22ZDA038)。

摘　　要：年龄包容型人力资源管理是组织为高效管理年龄多元化劳动力而实施的一系列人力资源管理活动,已有研究表明它对员工和组织均具有重要影响。相比其他类型的人力资源管理实践,年龄包容型人力资源管理因其强调年龄平等而在近些年愈发得到学术界关注。尽管如此,这一研究话题仍然处于初始阶段,特别是在国内的管理学术和实践界,科学规范的探讨才刚刚起步。本文从背景、概念与测量,作用效果,作用机制三个方面,对近年来的理论和实证研究进行了系统梳理与述评。在此基础上,本文指出,未来的研究应重思年龄包容型人力资源管理的内容结构,识别在不同主体间的作用差异,探索与其它管理手段的协同作用,关注计划、实施与感知的差别,并进一步开创中国化的研究道路。Age-inclusive human resource management(Age-inclusive HRM) refers to a series of HRM practices implemented in order to manage an age-diverse workforce by organizations efficiently. Prior research indicates that it has important effects on employees and organizations. Compared with age-related human resource management,age-inclusive HRM has received more and more attention due to its age-inclusive perspective from the academic community in recent years. Nevertheless, this research topic is still in its initial stages. This paper sorts out and summarizes the existing theoretical and empirical studies in the aspects of background, concept and measurement,effects, and mechanisms. Based on the current research findings, it proposes that future research should pay attention to the perfection of the structure of age-inclusive HRM and consideration of the effects among different subjects,discuss its interaction with other methods of management, explore its difference of planning implementation and perception, and further carry out research to adapt to the Chinese context.

关 键 词：年龄包容型人力资源管理 年龄多元化 年龄包容 工作场所老龄化 

分 类 号：F272.92[经济管理—企业管理]