高绩效工作系统与企业创新绩效——人力资源柔性的中介作用
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摘要
以612家企业为调查对象,采用新的视角——动态能力理论,探讨人力资源柔性(员工技能柔性、员工行为柔性、人力资源实践柔性)在其中的中介作用。研究结果表明:高绩效工作系统对企业创新绩效有正向影响作用;人力资源柔性其各维度员工技能柔性、员工行为柔性、人力资源实践柔性在二者关系间发挥并列中介作用。
Under the background of innovation in China,most of the research from the perspective of human capital theory,resource-based view and social exchange theory to investigate the mechanism of HPWS and innovation performance.Using a new perspective-dynamic ability theory explores the intermediary role of human resource flexibility(employee skills flexibility,employee behavior flexibility and human resource practice flexibility)between HPWS and enterprise innovation performance.The research results of 612 enterprises show that HPWS has a positive impact on the enterprise innovation performance,and human resources flexibility(employee skills flexibility,employee behavior flexibility,human resource practice flexibility)plays a parallel intermediary role between the two.
Under the background of innovation in China,most of the research from the perspective of human capital theory,resource-based view and social exchange theory to investigate the mechanism of HPWS and innovation performance.Using a new perspective-dynamic ability theory explores the intermediary role of human resource flexibility(employee skills flexibility,employee behavior flexibility and human resource practice flexibility)between HPWS and enterprise innovation performance.The research results of 612 enterprises show that HPWS has a positive impact on the enterprise innovation performance,and human resources flexibility(employee skills flexibility,employee behavior flexibility,human resource practice flexibility)plays a parallel intermediary role between the two.
引文
[1]苗仁涛,王冰,刘军.高绩效工作系统与团队创新绩效:一个有调节的中介作用模型[J].科技管理研究,2016,36(18):110-115.
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[6] Wright P M,Snell S A.Toward a unifying framework for exploring fit and flexibility in strategic human resource management[J].Academy of Management Review,1998,23(4):756-772.
[7] Hitt M A,Biermant L,Shimizu K,et al.Direct and moderating effects of human capital on strategy and performance in professional service firms:a resource-based perspective[J].The Academy of Management Journal,2001,44(1):13-28.
[8] Jiang K,Lepak D P,Hu J,et al.How does human resource management influence organizational outcomes?A meta-analytic investigation of mediating mechanisms.[J].Academy of Management Journal,2012,55(6):1264-1294.
[9] Whitener E M.Do"high commitment"human resource practices affect employee commitment?A cross-level analysis using hierarchical linear modeling.[J].Journal of Management,2001,27(5):515-535.
[10]Escribá-Carda N,Balbastre-Benavent F,Canet-Giner M T.Employees'perceptions of high-performance work systems and innovative behaviour:the role of exploratory learning[J].European Management Journal,2016,35(2):273-281.
[11]Chiang Y H,Hsu C C,Shih H A.Experienced high performance work system,extroversion personality,and creativity performance[J].Asia Pacific Journal of Management,2015,32(2):531-549.
[12]Fu N,Flood P C,Bosak J,et al.How do high performance work systems influence organizational innovation in professional service firms?[J].Employee Relations,2015,37(2):209-231.
[13]Rasheed M A,Shahzad K,Conroy C,et al.Exploring the role of employee voice between high-performance work system and organizational innovation in small and medium enterprises[J].Journal of Small Business&Enterprise Development,2017,24(2),21-34.
[14]Kerr J L,Jackofsky E F.Aligning managers with strategies:management development versus selection[J].Strategic Management Journal,2010,10(S1):157-170.
[15]尹奎,孙健敏,吴艳华.人力资源柔性研究评述与展望[J].首都经济贸易大学学报,2017,19(2):102-112.
[16]聂会平.构建网络的人力资源实践对组织绩效的影响:人力资源柔性的中介作用[J].北京工商大学学报(社会科学版),2016,31(3):118-126.
[17]李召敏,赵曙明.关系导向型战略领导、人力资源柔性与组织绩效——基于转型经济下民营企业的实证研究[J].外国经济与管理,2016,38(4):73-89.
[18]Paul Sparrow.The pursuit of multiple and parallel organizational flexibilities:reconstituting jobs[J].European Journal of Work&Organizational Psychology,1998,7(1):79-95.
[19]Babelytelabanauske K,Nedzinskas S.Dynamic capabilities and their impact on research organizations'R&D and innovation performance[J].Journal of Modelling in Management,2015,12(1):00-00.
[20]Wu H,Chen J,Jiao H.Dynamic capabilities as a mediator linking international diversification and innovation performance of firms in an emerging economy[J].Journal of Business Research,2016,69(8):2678-2686.
[21]Youndt M A,Snell S A.Human resource configurations,intellectual capital,and organizational performance.[J].Journal of Managerial Issues,2004,16(3):337-360.
[2]贾艳玲,薛育红,葛小云,等.高绩效工作系统对个体创新绩效的影响[J].西安工程大学学报,2017,31(3):429-438.
[3]邢会,高素英,张金,等.高绩效工作系统与组织绩效——人力资源柔性的中介效应[J].科技管理研究,2015,35(1):160-166.
[4] Beltránmartín I,Rocapuig V,Escrigtena A,et al.Human resource flexibility as a mediating variable between high performance work systems and performance.[J].Journal of Management,2008,34(5):1009-1044.
[5] Teece D J.Dynamic Capabilities:routines versus entrepreneurial action[J].Journal of Management Studies,2012,49(8):1395-1401.
[6] Wright P M,Snell S A.Toward a unifying framework for exploring fit and flexibility in strategic human resource management[J].Academy of Management Review,1998,23(4):756-772.
[7] Hitt M A,Biermant L,Shimizu K,et al.Direct and moderating effects of human capital on strategy and performance in professional service firms:a resource-based perspective[J].The Academy of Management Journal,2001,44(1):13-28.
[8] Jiang K,Lepak D P,Hu J,et al.How does human resource management influence organizational outcomes?A meta-analytic investigation of mediating mechanisms.[J].Academy of Management Journal,2012,55(6):1264-1294.
[9] Whitener E M.Do"high commitment"human resource practices affect employee commitment?A cross-level analysis using hierarchical linear modeling.[J].Journal of Management,2001,27(5):515-535.
[10]Escribá-Carda N,Balbastre-Benavent F,Canet-Giner M T.Employees'perceptions of high-performance work systems and innovative behaviour:the role of exploratory learning[J].European Management Journal,2016,35(2):273-281.
[11]Chiang Y H,Hsu C C,Shih H A.Experienced high performance work system,extroversion personality,and creativity performance[J].Asia Pacific Journal of Management,2015,32(2):531-549.
[12]Fu N,Flood P C,Bosak J,et al.How do high performance work systems influence organizational innovation in professional service firms?[J].Employee Relations,2015,37(2):209-231.
[13]Rasheed M A,Shahzad K,Conroy C,et al.Exploring the role of employee voice between high-performance work system and organizational innovation in small and medium enterprises[J].Journal of Small Business&Enterprise Development,2017,24(2),21-34.
[14]Kerr J L,Jackofsky E F.Aligning managers with strategies:management development versus selection[J].Strategic Management Journal,2010,10(S1):157-170.
[15]尹奎,孙健敏,吴艳华.人力资源柔性研究评述与展望[J].首都经济贸易大学学报,2017,19(2):102-112.
[16]聂会平.构建网络的人力资源实践对组织绩效的影响:人力资源柔性的中介作用[J].北京工商大学学报(社会科学版),2016,31(3):118-126.
[17]李召敏,赵曙明.关系导向型战略领导、人力资源柔性与组织绩效——基于转型经济下民营企业的实证研究[J].外国经济与管理,2016,38(4):73-89.
[18]Paul Sparrow.The pursuit of multiple and parallel organizational flexibilities:reconstituting jobs[J].European Journal of Work&Organizational Psychology,1998,7(1):79-95.
[19]Babelytelabanauske K,Nedzinskas S.Dynamic capabilities and their impact on research organizations'R&D and innovation performance[J].Journal of Modelling in Management,2015,12(1):00-00.
[20]Wu H,Chen J,Jiao H.Dynamic capabilities as a mediator linking international diversification and innovation performance of firms in an emerging economy[J].Journal of Business Research,2016,69(8):2678-2686.
[21]Youndt M A,Snell S A.Human resource configurations,intellectual capital,and organizational performance.[J].Journal of Managerial Issues,2004,16(3):337-360.