作　　者： ;

机构地区： 华南理工大学

出　　处： 《管理学报》 2015年第11期1614-1622,共9页

摘　　要： 基于社会资本理论的视角,通过文献研究和调查访谈法,探索了合作型人力资源管理（CHRM）的内容结构维度,检验了战略柔性在CHRM与组织绩效之间的中介作用,以及环境不确定性的调节效应。研究结果表明,CHRM具有二阶三因素结构,包括提高合作能力、激发合作动机和提供合作机会3个维度;CHRM对组织绩效具有正向影响,战略柔性在CHRM对组织绩效的影响中起中介作用;环境不确定性增强了CHRM对战略柔性的正向效应。研究结论为企业构建高绩效人力资源管理系统及实践应用提供了理论依据和测量工具。 Based on the method of literature review and in-depth interviews,the study discussed the content and structure of the Collaborative human resource management（hereafter referred as CHRM）and developed the CHRM questionnaire with good reliability and validity.The study also investigated the mechanism and boundary conditions between CHRM and organizational performance.The result showed that CHRM is a multi-dimensional construct,consisting of the ability to promote the development of collaboration,the motivation to stimulate collaboration and the opportunity to enhance collaboration.CHRM can improve organizational performance.Strategic flexibility acted as a intermediation between CHRM and organizational performance,with environmental uncertainty enhancing such a positive effect.The study provides a theoretical basis and measuring tool for the enterprises to build high performanced HRM system.

关 键 词： 合作型人力资源管理 社会资本理论 战略柔性 环境不确定性 组织绩效

分 类 号： [C93]

领　　域： []