摘要
本文首先对社会转型期的中国管理情境进行了分析,在此基础上构建了中国企业的高绩效人力资源管理系统。研究表明,中国企业的高绩效人力资源管理系统既包含一些以承诺为导向的西方高绩效工作实践,也包含一些以控制为导向的本土人力资源实践,这种承诺和控制相结合的人力资源管理系统与中国企业的绩效之间存在显著正相关。研究结果还表明,员工竞争流动和纪律管理、结果导向的考核、严格的员工招聘等方面的人力资源实践对中国企业绩效的影响非常显著,而员工参与管理、广泛培训、内部劳动力市场、信息分享等典型的西方高绩效工作实践对中国企业绩效的影响相对较弱。研究结果说明,人力资源管理系统的有效性不能脱离特定的管理情境和经济社会发展阶段。
Since the 1990s, in the western countries, a large number of empirical studies have revealed positive relationships between human resource management systems and firm performance. In recent years, similar studies have been conducted in China. We argue that, HR practices appearing in Anglo-American literature may not necessarily be the best choices for Chinese firms due to the unique management context and the stage of social and economic developmerit in China. Unfortunately, all previous China-based empirical studies adopted the approach of measuring HRM systems in Chinese firms with western high-commitment, high-involvement, or high-performance work system scales. Consequently, these empirical studies just test the external validity of western SHRM models, rather than examining what might constitute best China-specific HR practices. In response, based on the analysis of the Chinese management context, through examining the HR practices suggested in western research as well as researching local Chinese perceptions of effective HR practices, we construct a model of China-based high-performance HRM system and test its effects on firm,performance. Results show that China-based high-performance HRM system consists of some typical western high-performance work practices as well as some China-specific HR practices. It has 8 dimensions： extensive training, employee competition and discipline management, information sharing, strict selection, results-oriented performance appraisal, compensation, internal labor market, and employee participation. The emergence of the dimension of employee competition and discipline management is the result of China＇s unique management context. It was demonstrated that Chinaased high-performance HRM system was strongly related to the measure of firm performance among a sample of 149 Chinese firms. Further analysis revealed that for Chinese firms, employee competition and discipline management, results-oriented performance appraisals, compensation, and strict employee selection have
出处
《南开管理评论》
CSSCI
北大核心
2010年第4期99-108,共10页
Nankai Business Review
关键词
高绩效人力资源管理系统
企业绩效
战略人力资源管理
管理情境
Strategic Human Resource Management
High-performance Human Resource Management System
Firm Performance
Chinese Context
