摘要
由于人力资源管理实践对组织绩效作用机制的路径复杂性,两者之间仍然处于黑箱状态。本文在对现有研究成果进行分析的基础上,对研究中的技术争议进行厘清,并整合行为理论、资源基础理论和智力资本理论作为理论基础,提出了HRP和FP的作用机制框架模型。重点明确了HRP到FP的过程中,个体能力生成组织能力的三大机制,为以后的实证研究给出了一种尝试的方向。
Because the path from human resource practices to firm performance is complicated, the black box between them has not been unlocked yet. The paper first analyzes some important studies in this field, then makes several choices in skill scope and integrates Behavioral Perspective, Intellectual View, Resource-Based View into a coherent whole as the theoretic guiding, builds a frame model for deliverables from human resource practices to firm performance. This model explains three deliverables that personal competency translates into organizational competency in the process from HRP to FP, points out a direction of the empirical studies in the future.
出处
《预测》
CSSCI
北大核心
2010年第1期35-41,共7页
Forecasting
