人力资源柔性管理与软件外包承接能力的实证分析
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摘要
上个世纪90年代末期以来,软件外包产业在中国得到了突飞猛进的发展。而大连作为我国第一个“中国服务外包基地城市”,因其较强的外包可进入性、靠近东北亚服务市场、软件专业人才储备丰厚以及软件服务外包产业集聚效应明显等优势,软件外包产业发展迅速且独树一帜。伴随着软件外包产业的迅猛发展,学术界有关服务外包的理论也日趋成熟,但其中有关软件外包产业人力资源柔性管理的研究成果相对较少,即使是国内一般性的人力资源柔性管理研究也主要集中在规范性研究方面,缺少实证研究成果。
基于软件外包产业的发展现状和研究现状,本文以大连软件外包产业为例对人力资源柔性管理与外包承接能力之间的关系进行了实证分析,重点研究人力资源管理的柔性程度对软件外包承接能力的影响方式及其影响程度,期望能够为软件外包企业人力资源管理的加强、承接能力的提高提供有益的理论指导和对策建议。
本文的具体研究过程是通过文献梳理和对代表性软件外包企业的深度访谈,构建人力资源柔性管理与软件外包承接能力之间的理论模型,进而运用SPSS16.0对问卷调查获得的数据进行了统计分析,研究结果再次印证了定性分析的结论即职能柔性、数量柔性、时间柔性以及薪酬柔性是通过增强企业软实力,进而对软件外包承接能力起一定的促进作用。
本文的研究主要分为5章：
第1章,绪论。提出了本文研究的主要问题,分析了人力资源柔性管理必要性和软件外包承接能力的影响因素以及开展二者相关研究的理论意义和现实意义,介绍了本文的研究方法和研究框架,指出本文研究可能存在的创新点。
第2章,文献综述。对人力资源柔性管理以及软件外包承接能力概念进行界定,对两者的理论研究以及彼此关系的研究进行了梳理,寻找研究空隙(research gap),并为本文研究模型的提出提供理论基础。
第3章,研究设计。基于前文的综述提出了人力资源柔性管理与软件外包承接能力的初始模型,对量表和样本的选择进行了描述,同时对调研过程进行了详细说明。通过资深人士的深度访谈以及调研过程中访谈的定性分析,为人力资源柔性管理对承接能力影响的微观层面研究提供了较为厚实的铺垫,修正了初始理论模型,提出文章假设。
第4章,实证分析。以大连软件外包产业为例,首先对大连软件外包产业的概况进行了介绍,而后展开定量分析,对人力资源柔性管理和外包承接能力进行问卷调查,应用SPSS16.0进行因子分析、相关分析、回归分析,最终得出验证后的人力资源柔性管理对软件外包企业承接能力的影响模型。本章是全文重点所在和精华部分。
第5章,结论与建议。基于前文的分析得出最终研究结论,并提出管理建议,同时指出了本文的研究局限,并对未来的研究进行了展望。
Since the late 1990s, the software outsourcing industry was developed by leaps and bounds in China. Dalian as our country's first "China service outsourcing base city", with its advantages of strong outsourcing accessibility、near the service market of northeast Asia、rich software professionals resource and obvious accumulation effect and so on, its industry of software outsourcing has developed rapidly and distinctively. Along with the rapid development of software outsourcing industry, relevant academic theory of service outsourcing matures gradually, but research achievements of about human resource flexible management and the ability of undertaking software outsourcing is opposite, even domestic general study of human resource flexible management also mainly concentrated in the aspects of normative research and lacked empirical research.
Based on the development status and research status of software outsourcing industry, this paper will take Dalian software outsourcing industry as an example to make an empirical analysis aiming at the relationship of human resources flexible management and the ability of undertaking software outsourcing. This paper focuses on the effect way and influence degree of the former to the latter and expects to provide useful theoretical guidance and countermeasures for strengthening human resource management and improving the undertaking capability of software outsourcing enterprises.
The specific research process of this paper is like this:through literature review and depth interview to representative software outsourcing enterprise, construct the theoretical model of human resource flexible management and the ability of undertaking software outsourcing, and then statistically analyze data of the survey using the SPSS16.0. The results of the study confirm the conclusion of qualitative analysis again that the qualitative analysis of the conclusion that functional flexibility、numerical flexibility、temporal flexibility and wage of financial flexibility play roles in promoting the ability of undertaking software outsourcing by enhancing soft power of enterprise.
This paper is divided into five chapters:
Chapter 1, introduction. It comes up with main problem of the paper. It expounds the necessity of human resource flexible management and the ability of undertaking software outsourcing influence factors, and both theoretical and practical significance of the research between the two relationships. It also introduces its research methods and research framework and points out the possible existence of innovations.
Chapter 2, literature review. It defines the concepts of human resource flexible management and the ability of undertaking software outsourcing, and reviews theoretical study and relations with each other、looks for research gap and provides theoretical basis for present model.
Chapter 3, research design. Based on the above review, this paper presents an initial model of human resource flexible management and the ability of undertaking software outsourcing, and describes the choice of scales and the samples, meanwhile explains the investigation process in detail. The part of qualitative analyzing professional in-depth interviews and interviews in the process of investigation provides a comparatively thick matting for micro level research between the relationship of hr flexible management and the ability of undertaking、modifies initial theory model and puts forward hypothesis.
Chapter 4, empirical analysis. Take Dalian software outsourcing industry as an example. At first, this paper introduces the situation of Dalian software outsourcing industry, and then spreads quantitative analysis for questionnaire survey about hr flexible management and the ability of undertaking. Then we do factor analysis、correlation analysis and regression analysis by using the SPSS16.0, finally we get the verified influence model. This chapter is also full-text key and essential parts.
Chapter 5, conclusions and recommendations. We receive the final conclusion based on analysis of the above research, obtain the management suggestion and point out the study limitations, and raise prospect for our research in the future.
基于软件外包产业的发展现状和研究现状,本文以大连软件外包产业为例对人力资源柔性管理与外包承接能力之间的关系进行了实证分析,重点研究人力资源管理的柔性程度对软件外包承接能力的影响方式及其影响程度,期望能够为软件外包企业人力资源管理的加强、承接能力的提高提供有益的理论指导和对策建议。
本文的具体研究过程是通过文献梳理和对代表性软件外包企业的深度访谈,构建人力资源柔性管理与软件外包承接能力之间的理论模型,进而运用SPSS16.0对问卷调查获得的数据进行了统计分析,研究结果再次印证了定性分析的结论即职能柔性、数量柔性、时间柔性以及薪酬柔性是通过增强企业软实力,进而对软件外包承接能力起一定的促进作用。
本文的研究主要分为5章：
第1章,绪论。提出了本文研究的主要问题,分析了人力资源柔性管理必要性和软件外包承接能力的影响因素以及开展二者相关研究的理论意义和现实意义,介绍了本文的研究方法和研究框架,指出本文研究可能存在的创新点。
第2章,文献综述。对人力资源柔性管理以及软件外包承接能力概念进行界定,对两者的理论研究以及彼此关系的研究进行了梳理,寻找研究空隙(research gap),并为本文研究模型的提出提供理论基础。
第3章,研究设计。基于前文的综述提出了人力资源柔性管理与软件外包承接能力的初始模型,对量表和样本的选择进行了描述,同时对调研过程进行了详细说明。通过资深人士的深度访谈以及调研过程中访谈的定性分析,为人力资源柔性管理对承接能力影响的微观层面研究提供了较为厚实的铺垫,修正了初始理论模型,提出文章假设。
第4章,实证分析。以大连软件外包产业为例,首先对大连软件外包产业的概况进行了介绍,而后展开定量分析,对人力资源柔性管理和外包承接能力进行问卷调查,应用SPSS16.0进行因子分析、相关分析、回归分析,最终得出验证后的人力资源柔性管理对软件外包企业承接能力的影响模型。本章是全文重点所在和精华部分。
第5章,结论与建议。基于前文的分析得出最终研究结论,并提出管理建议,同时指出了本文的研究局限,并对未来的研究进行了展望。
Since the late 1990s, the software outsourcing industry was developed by leaps and bounds in China. Dalian as our country's first "China service outsourcing base city", with its advantages of strong outsourcing accessibility、near the service market of northeast Asia、rich software professionals resource and obvious accumulation effect and so on, its industry of software outsourcing has developed rapidly and distinctively. Along with the rapid development of software outsourcing industry, relevant academic theory of service outsourcing matures gradually, but research achievements of about human resource flexible management and the ability of undertaking software outsourcing is opposite, even domestic general study of human resource flexible management also mainly concentrated in the aspects of normative research and lacked empirical research.
Based on the development status and research status of software outsourcing industry, this paper will take Dalian software outsourcing industry as an example to make an empirical analysis aiming at the relationship of human resources flexible management and the ability of undertaking software outsourcing. This paper focuses on the effect way and influence degree of the former to the latter and expects to provide useful theoretical guidance and countermeasures for strengthening human resource management and improving the undertaking capability of software outsourcing enterprises.
The specific research process of this paper is like this:through literature review and depth interview to representative software outsourcing enterprise, construct the theoretical model of human resource flexible management and the ability of undertaking software outsourcing, and then statistically analyze data of the survey using the SPSS16.0. The results of the study confirm the conclusion of qualitative analysis again that the qualitative analysis of the conclusion that functional flexibility、numerical flexibility、temporal flexibility and wage of financial flexibility play roles in promoting the ability of undertaking software outsourcing by enhancing soft power of enterprise.
This paper is divided into five chapters:
Chapter 1, introduction. It comes up with main problem of the paper. It expounds the necessity of human resource flexible management and the ability of undertaking software outsourcing influence factors, and both theoretical and practical significance of the research between the two relationships. It also introduces its research methods and research framework and points out the possible existence of innovations.
Chapter 2, literature review. It defines the concepts of human resource flexible management and the ability of undertaking software outsourcing, and reviews theoretical study and relations with each other、looks for research gap and provides theoretical basis for present model.
Chapter 3, research design. Based on the above review, this paper presents an initial model of human resource flexible management and the ability of undertaking software outsourcing, and describes the choice of scales and the samples, meanwhile explains the investigation process in detail. The part of qualitative analyzing professional in-depth interviews and interviews in the process of investigation provides a comparatively thick matting for micro level research between the relationship of hr flexible management and the ability of undertaking、modifies initial theory model and puts forward hypothesis.
Chapter 4, empirical analysis. Take Dalian software outsourcing industry as an example. At first, this paper introduces the situation of Dalian software outsourcing industry, and then spreads quantitative analysis for questionnaire survey about hr flexible management and the ability of undertaking. Then we do factor analysis、correlation analysis and regression analysis by using the SPSS16.0, finally we get the verified influence model. This chapter is also full-text key and essential parts.
Chapter 5, conclusions and recommendations. We receive the final conclusion based on analysis of the above research, obtain the management suggestion and point out the study limitations, and raise prospect for our research in the future.
引文
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[3]赵曙明,罗伯特·马希斯.人力资源管理[M].电子工业出版社.2003.
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[5]李汉雄.人力资源策略管理[M].广州南方日报出版社,2002.
[6]息克勋.医院人力资源弹性之研究[D].台湾国立中山大学硕士论文,2000.
[7]吴胜武,余志伟等.服务外包：从“中国制造”走向“中国服务”[M].浙江大学出版社.2009.
[8]卢锋.我国承接国际服务外包问题研究[J].经济研究.2007(9).
[9]姜荣春.国际服务外包浪潮：理论、实证与中国战略研究[M].对外经济贸易大学出版社.2009.
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