我国企业人力资源管理伦理与绩效关系的实证研究
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摘要
人力资源管理作为企业管理的核心内容,因其管理对象的特殊性使得对人力资源管理本身的伦理审视既必要又可能。在市场经济条件下,人力资源管理伦理问题日益成为现代企业经营与发展中不容忽视的问题。
论文在对以往相关文献研究总结的基础上,构建了人力资源管理伦理和绩效的指标体系,形成初始问卷。通过问卷预测试,对问卷指标和设计进行了调整,形成小样本问卷。运用SPSS13.0软件包对随机获得的104份小样本数据进行统计分析,对指标体系进行修改并形成正式的调查问卷。然后进行了大样本问卷的调查和分析,分别利用SPSS13.0和LISREL8.70软件包对422家企业的样本数据进行探索性因子分析和验证性因子分析,得出我国企业人力资源管理伦理由公平公正、以人为本、诚实信用和民主管理四个维度构成,组织绩效从财务、客户、内部运营、学习成长四个方面衡量,员工的工作绩效分为任务绩效、周边绩效和适应性绩效。在此基础上构建人力资源管理伦理与绩效关系的全模型,发现人力资源管理伦理对组织绩效和工作绩效均有明显的促进作用,同时员工工作绩效的提升促进企业组织绩效的提高。最后对样本数据进行方差分析,发现人力资源管理伦理在企业发展阶段和成立时间两个变量上存在显著性差异,而在企业所在区域、企业性质、企业所属产业等变量上差异不明显。
最后,论文在对上述研究作出总结的同时分析了其不足之处,为有关人力资源管理伦理问题的后续研究提供了方向和思路。本研究提出的一套实证研究人力资源管理伦理和绩效结构相关变量的指标体系,对将来的进一步研究具有开拓型的意义。
Human Resources Management is the core of the enterprise management, it is possible and necessary to talk about and scan the Human Resources Management in ethical perspective, because of the particularity of the content of Human Resources Management. Under the market economy condition, HRM Ethics issues are increasingly becoming important in the modern enterprise management and development.
On the basis of summing up the past literatures, the paper builds the index system of Human Resource Management Ethics and performance, and draws up the initial questionnaire. Through the pre-testing for the questionnaire, we adjust the indicators and designing, then forming a small sample of the questionnaire. Data of 104 small samples which was random obtained was statistically analyzed by SPSS 13.0, we modify the index system and form the formal questionnaire at the basis of analysis result. Then survey and analysis for a large sample, through the exploratory factor analysis and confirmatory factor analysis based on the 422 enterprises data using SPSS13.0 and LISREL8.70, we find that Human Resource Management Ethics in the Chinese enterprise have four dimensions: democracy management, fair and just, honest and credit, people-oriented. At the same time, firm performance is measured by four dimensions, including financial, customer, internal operation and learning. Work performance includes task performance, contextual performance and adaptive performance. We build a structural model about Human Resources Management Ethics and performance, and find that HRM Ethics promote work performance and firm performance, at the same time work performance improves the increase of firm performance. At last, the variance analysis of sample data show that HRM Ethics have significant differences in two variables of the enterprise development stage and the time of formation, but HRM Ethics have no obvious differences in the variables of the corporate area, the nature of the enterprise, corporate-owned industries and other variables.
Finally, this paper draws the conclusion at the same time analysis its shortcomings, it provides the direction and thinking for the follow-up study about ethical issues of HRM. This study proposes a set index system of HRM Ethics and performance related variable, which has pioneering meaning for the future study.
论文在对以往相关文献研究总结的基础上,构建了人力资源管理伦理和绩效的指标体系,形成初始问卷。通过问卷预测试,对问卷指标和设计进行了调整,形成小样本问卷。运用SPSS13.0软件包对随机获得的104份小样本数据进行统计分析,对指标体系进行修改并形成正式的调查问卷。然后进行了大样本问卷的调查和分析,分别利用SPSS13.0和LISREL8.70软件包对422家企业的样本数据进行探索性因子分析和验证性因子分析,得出我国企业人力资源管理伦理由公平公正、以人为本、诚实信用和民主管理四个维度构成,组织绩效从财务、客户、内部运营、学习成长四个方面衡量,员工的工作绩效分为任务绩效、周边绩效和适应性绩效。在此基础上构建人力资源管理伦理与绩效关系的全模型,发现人力资源管理伦理对组织绩效和工作绩效均有明显的促进作用,同时员工工作绩效的提升促进企业组织绩效的提高。最后对样本数据进行方差分析,发现人力资源管理伦理在企业发展阶段和成立时间两个变量上存在显著性差异,而在企业所在区域、企业性质、企业所属产业等变量上差异不明显。
最后,论文在对上述研究作出总结的同时分析了其不足之处,为有关人力资源管理伦理问题的后续研究提供了方向和思路。本研究提出的一套实证研究人力资源管理伦理和绩效结构相关变量的指标体系,对将来的进一步研究具有开拓型的意义。
Human Resources Management is the core of the enterprise management, it is possible and necessary to talk about and scan the Human Resources Management in ethical perspective, because of the particularity of the content of Human Resources Management. Under the market economy condition, HRM Ethics issues are increasingly becoming important in the modern enterprise management and development.
On the basis of summing up the past literatures, the paper builds the index system of Human Resource Management Ethics and performance, and draws up the initial questionnaire. Through the pre-testing for the questionnaire, we adjust the indicators and designing, then forming a small sample of the questionnaire. Data of 104 small samples which was random obtained was statistically analyzed by SPSS 13.0, we modify the index system and form the formal questionnaire at the basis of analysis result. Then survey and analysis for a large sample, through the exploratory factor analysis and confirmatory factor analysis based on the 422 enterprises data using SPSS13.0 and LISREL8.70, we find that Human Resource Management Ethics in the Chinese enterprise have four dimensions: democracy management, fair and just, honest and credit, people-oriented. At the same time, firm performance is measured by four dimensions, including financial, customer, internal operation and learning. Work performance includes task performance, contextual performance and adaptive performance. We build a structural model about Human Resources Management Ethics and performance, and find that HRM Ethics promote work performance and firm performance, at the same time work performance improves the increase of firm performance. At last, the variance analysis of sample data show that HRM Ethics have significant differences in two variables of the enterprise development stage and the time of formation, but HRM Ethics have no obvious differences in the variables of the corporate area, the nature of the enterprise, corporate-owned industries and other variables.
Finally, this paper draws the conclusion at the same time analysis its shortcomings, it provides the direction and thinking for the follow-up study about ethical issues of HRM. This study proposes a set index system of HRM Ethics and performance related variable, which has pioneering meaning for the future study.
引文
陈春萍.2003.论高校人力资源管理的道德基础[J].湖南社会科学,(6): 153-155.
陈少峰.2002.关于企业人力资源的几个伦理问题[J].武汉科技大学学报,4(3): 35-39.
成中英.1991.文化、伦理与管理[M].贵阳:贵州人民出版社,244-245.
方环非.2006.论管理伦理中的公正性认知与人力资源的效用[J].科技与管理,8(3): 134-136.
范丽群,石金涛,周祖城.2005.企业人力资源管理与道德建设关系的思考[J].当代财经,(11): 70-72.
冯琳.2004.西方企业管理伦理思想的发展及启示[J].吉首大学学报(社会科学版),(4)55-57.
付长江,刘玉.2004.伦理关怀:现代企业员工管理的理性模式[J].兰州学刊,(4): 223-225.
郭雅丽.2008.我国人力资源管理伦理特征研究[D].重庆大学硕士学位论文.
龚天平.2004.管理伦理:进展与评论[J].长沙电力学院学报,19(1): 20-24.
龚天平.2006.企业伦理学:国外的历史发展与主要问题[J].国外社会科学,(1): 15-21.
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刘琼豪.2006.企业制度公正与企业伦理建设[J].现代管理科学,(1): 99-100.
刘芳,刘卓.2004.雇佣伦理——人力资源管理的新议题[J].管理前沿,(5): 11-12.
刘静霞.2005.图书馆人力资源管理中的伦理冲突[J].河南财政税务高等专科学校学报,19(2): 55-57.
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成中英.1991.文化、伦理与管理[M].贵阳:贵州人民出版社,244-245.
方环非.2006.论管理伦理中的公正性认知与人力资源的效用[J].科技与管理,8(3): 134-136.
范丽群,石金涛,周祖城.2005.企业人力资源管理与道德建设关系的思考[J].当代财经,(11): 70-72.
冯琳.2004.西方企业管理伦理思想的发展及启示[J].吉首大学学报(社会科学版),(4)55-57.
付长江,刘玉.2004.伦理关怀:现代企业员工管理的理性模式[J].兰州学刊,(4): 223-225.
郭雅丽.2008.我国人力资源管理伦理特征研究[D].重庆大学硕士学位论文.
龚天平.2004.管理伦理:进展与评论[J].长沙电力学院学报,19(1): 20-24.
龚天平.2006.企业伦理学:国外的历史发展与主要问题[J].国外社会科学,(1): 15-21.
顾文涛.2007.企业伦理需求分析[J].社会科学,(6): 110-115.
侯泰杰,成子娟.1999.结构方程模型的应用及分析策略[J].教育学报,19(1):54-59.
侯杰泰,温忠麟,成子娟.2004.结构方程模型及其应用[M].教育科学出版社.
凌文辁,方俐洛.2005.绩效与薪酬管理实务[M].北京:中国纺织出版社,4-5.
李怀祖.2003.管理研究方法论[M].西安交通大学出版社.
李颖.2006.论人力资源使用的道德原则[J].长沙铁道学院学报(社会科学版),7(1): 18-19.
李健.1994.企业伦理论纲[J].陕西师大学报(哲社版),(5):108-114.
刘远我.2000.管理人员绩效评估的初步探索[J].心理学探新, 20(1):59-64.
刘琼豪.2006.企业制度公正与企业伦理建设[J].现代管理科学,(1): 99-100.
刘芳,刘卓.2004.雇佣伦理——人力资源管理的新议题[J].管理前沿,(5): 11-12.
刘静霞.2005.图书馆人力资源管理中的伦理冲突[J].河南财政税务高等专科学校学报,19(2): 55-57.
陆惠文,丁秀玲.2004.角色理论在人力资源管理中的应用[J].南京财经大学学报,(1): 50-53.
黎世波.2007.马克思人道思想对人力资源管理伦理的启示[J].沿海企业与科技, (3): 163-165.
蒙秋明.2002.美国企业人力资源管理方式和特点分析[J].黔南民族师范学院学报,22(4): 30-33.
欧阳润平.2003.企业伦理学:培育企业道德实力的理论与方法[M].湖南:湖南人民出版社,48.
单方利.2005.强化企业人力资源管理中的伦理观的建设[J].中国培训,(6): 37-38.
陶祁,王重鸣.2006.管理培训背景下适应性绩效的结构分析[J].心理科学,29(3):614-617.
王海明著.2003.伦理学方法[M].北京:商务印书馆.
温志毅.2005.工作绩效的四因素结构模型[J].心理学研究, (5):105-111.
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