高新技术企业员工与组织动态匹配的理论与实证研究
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摘要
近几年,员工与组织动态匹配作为一个非常新的研究热点,吸引了国内外众多学科领域专家和学者的共同关注。随着市场经济的发展,人力资源管理一直是企业管理当中的难点,本研究从我国高新技术企业的实际出发,围绕员工与组织的动态一致匹配、动态互补匹配和动态整体匹配及其影响因素进行了相关的理论与实证研究。
在理论研究中,本论文对高新技术企业员工与组织的特征与关系分析,得出员工与组织的动态匹配在企业目前所具有的重要作用。对高新技术企业员工与组织的动态一致匹配和动态互补匹配的维度关系也进行了合理的解释。同时,对于高新技术企业竞争力及其发展规律,运用超竞争理论和生态位理论剖析高新技术企业的竞争力,建立了高新技术企业员工与组织动态匹配的数学模型,分析了影响员工与组织动态匹配的因素。
在理论研究的基础上,编制了第一份适合我国国情的高新技术企业员工与组织动态匹配量表,通过计算机定性模拟技术、多元回归分析和结构方程建模等方法,对高新技术企业员工与组织动态匹配的影响进行了实证分析,将市场竞争能力、技术更新能力、组织内部冲突、社会支持、管理专制制度、薪酬程序公平、薪酬结果公平、职业成长度、工作自主权、晋升机会、价值观与高新技术企业员工和组织动态匹配的假设进行了实证检验,并将回归模型中组织人口统计变量的工作年限作为控制变量,验证了其对高新技术企业员工与组织动态一致匹配、动态互补匹配和动态整体匹配的影响关系。可以看出,不同的因素对高新技术企业员工与组织之间的动态匹配影响程度各异。结果表明研究中所提出的39个假设中,共有31个假设得到了本研究数据实证分析结果的支持,另有2个假设获得了部分支持,6个假设不被支持。
在理论与实证研究的基础上,从不同的角度,包括环境因素、管理风格因素、管理制度因素、价值观因素来阐述我国高新技术企业员工与组织动态匹配效果的评价与完善,并指出在权变理论中高新技术企业员工与组织动态匹配的选择形式,最后对该领域未来的研究提出了建议。
In recent years, employee and organization dynamic fit is becoming a very new hotspots. It attracts many domestic and foreign experts and scholars in the fields of common concern. With the development of market economy, human resources management has been difficult to enterprise management. In this investigation, we take high-tech enterprises from China's actual conditions, on the employee and organization dynamic consistent fit, dynamic complementary fit and dynamic integer fit and impact of the relevant factors of the theoretical and empirical research.
In the theoretical study, this paper analyses the employee and organization dynamic fit of high-tech enterprises about the characteristics and the relationship, the employee and organization dynamic fit enterprise has an important role. Employees and organization dynamic fit of high-tech enterprises on dynamic dimension and complementary relationship also had a reasonable explanation. At the same time, the competitiveness of high-tech enterprises and the development by using super- competitive theory and ecological analysis of the theory of the competitiveness of high-tech enterprises, the establishment of high-tech employees and the organization dynamic fit the mathematical model to analyze the impact of dynamic fit employee and the organization factors.
On the basis of theoretical research, the scale of the first suits China's national conditions of the employee and organization dynamic fit of high-tech enterprises, by the methods of qualitative computer simulation technology, multiple regression analysis and structural equation modeling, the empirical analysis of the employee and organization dynamic fit in high-tech enterprises, market competitiveness, technological renovation upgrading capacity, organization internal conflict, social support, management autocratic system, pay procedures fairness, equitable outcome pay, career development, work self-determination, promotion opportunities, values, and high-tech employees and the organization of the dynamic fit the empirical assumption that test, and regression model demographic variables in the organization of work life as a control variable. The certification is employees and organization dynamic consistent fit, dynamic complementary fit and dynamic integer fit of high-tech enterprises. From this we can see, different factors on the employee of high-tech enterprises and organizations dynamic fit has different effects. The results of empirical show that there are 31 hypotheses supported among the proposed 39 assumptions, and two assumptions were a part of support, six assumptions are not supported.
On the basis of the theoretical and empirical study, the paper expatiate evaluation and perfection of employee-organization dynamic fit impression in high-tech enterprises from different perspectives, including environmental factors, management style factors, management systems, values factors and so on. At last, it pointed out that the choice of the dynamic fit form based on the contingency theory as well as the directions for further study.
在理论研究中,本论文对高新技术企业员工与组织的特征与关系分析,得出员工与组织的动态匹配在企业目前所具有的重要作用。对高新技术企业员工与组织的动态一致匹配和动态互补匹配的维度关系也进行了合理的解释。同时,对于高新技术企业竞争力及其发展规律,运用超竞争理论和生态位理论剖析高新技术企业的竞争力,建立了高新技术企业员工与组织动态匹配的数学模型,分析了影响员工与组织动态匹配的因素。
在理论研究的基础上,编制了第一份适合我国国情的高新技术企业员工与组织动态匹配量表,通过计算机定性模拟技术、多元回归分析和结构方程建模等方法,对高新技术企业员工与组织动态匹配的影响进行了实证分析,将市场竞争能力、技术更新能力、组织内部冲突、社会支持、管理专制制度、薪酬程序公平、薪酬结果公平、职业成长度、工作自主权、晋升机会、价值观与高新技术企业员工和组织动态匹配的假设进行了实证检验,并将回归模型中组织人口统计变量的工作年限作为控制变量,验证了其对高新技术企业员工与组织动态一致匹配、动态互补匹配和动态整体匹配的影响关系。可以看出,不同的因素对高新技术企业员工与组织之间的动态匹配影响程度各异。结果表明研究中所提出的39个假设中,共有31个假设得到了本研究数据实证分析结果的支持,另有2个假设获得了部分支持,6个假设不被支持。
在理论与实证研究的基础上,从不同的角度,包括环境因素、管理风格因素、管理制度因素、价值观因素来阐述我国高新技术企业员工与组织动态匹配效果的评价与完善,并指出在权变理论中高新技术企业员工与组织动态匹配的选择形式,最后对该领域未来的研究提出了建议。
In recent years, employee and organization dynamic fit is becoming a very new hotspots. It attracts many domestic and foreign experts and scholars in the fields of common concern. With the development of market economy, human resources management has been difficult to enterprise management. In this investigation, we take high-tech enterprises from China's actual conditions, on the employee and organization dynamic consistent fit, dynamic complementary fit and dynamic integer fit and impact of the relevant factors of the theoretical and empirical research.
In the theoretical study, this paper analyses the employee and organization dynamic fit of high-tech enterprises about the characteristics and the relationship, the employee and organization dynamic fit enterprise has an important role. Employees and organization dynamic fit of high-tech enterprises on dynamic dimension and complementary relationship also had a reasonable explanation. At the same time, the competitiveness of high-tech enterprises and the development by using super- competitive theory and ecological analysis of the theory of the competitiveness of high-tech enterprises, the establishment of high-tech employees and the organization dynamic fit the mathematical model to analyze the impact of dynamic fit employee and the organization factors.
On the basis of theoretical research, the scale of the first suits China's national conditions of the employee and organization dynamic fit of high-tech enterprises, by the methods of qualitative computer simulation technology, multiple regression analysis and structural equation modeling, the empirical analysis of the employee and organization dynamic fit in high-tech enterprises, market competitiveness, technological renovation upgrading capacity, organization internal conflict, social support, management autocratic system, pay procedures fairness, equitable outcome pay, career development, work self-determination, promotion opportunities, values, and high-tech employees and the organization of the dynamic fit the empirical assumption that test, and regression model demographic variables in the organization of work life as a control variable. The certification is employees and organization dynamic consistent fit, dynamic complementary fit and dynamic integer fit of high-tech enterprises. From this we can see, different factors on the employee of high-tech enterprises and organizations dynamic fit has different effects. The results of empirical show that there are 31 hypotheses supported among the proposed 39 assumptions, and two assumptions were a part of support, six assumptions are not supported.
On the basis of the theoretical and empirical study, the paper expatiate evaluation and perfection of employee-organization dynamic fit impression in high-tech enterprises from different perspectives, including environmental factors, management style factors, management systems, values factors and so on. At last, it pointed out that the choice of the dynamic fit form based on the contingency theory as well as the directions for further study.
引文
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