“HRM-竞争战略”匹配模式对组织适应性绩效的作用机制研究
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摘要
借鉴复杂适应系统理论(CAS),构建了"内部化HRM战略-防御型竞争战略"和"外部化HRM战略-探索型竞争战略"两种匹配模式,并选取人力资源柔性(功能柔性和数量柔性)作为中介变量,运用Polynomial Regression方法和450份中国企业的调查数据,验证了不同战略匹配模式对组织适应性绩效的影响效果。研究结果发现,"内部化HRM战略-防御型竞争战略"匹配模式对组织适应性绩效有显著的正向影响,且功能柔性在影响过程中具备中介作用;但"外部化HRM战略-探索型竞争战略"的匹配模式对数量柔性及组织适应性绩效的影响作用尚需进一步验证。
Based on the theory of complex adaptive system(CAS),this study distinguishes two types of HRM strategic modes(internalization and externalization)and two types of organizational competitive strategies(defensive and exploratory),and further builds the fit modes between them.Moreover,it chooses two human resource flexibilities(functional flexibility and numerical flexibility)as mediators.In addition,on the foundation of data collected from 450 Chinese enterprises,it utilizes Polynomial Regression method to examine the effects of different strategic fit modes on organizational adaptive performance.The empirical results indicate that internal HRM strategy-defensive competitive strategy fit has significant positive influence on organizational adaptive performance and human resource functional flexibility plays the mediating role during this process.While the influence of external HRM strategy-exploratory competitive strategy fit on human resource numerical flexibility and organizational adaptive performance needs to be tested and explored further.
Based on the theory of complex adaptive system(CAS),this study distinguishes two types of HRM strategic modes(internalization and externalization)and two types of organizational competitive strategies(defensive and exploratory),and further builds the fit modes between them.Moreover,it chooses two human resource flexibilities(functional flexibility and numerical flexibility)as mediators.In addition,on the foundation of data collected from 450 Chinese enterprises,it utilizes Polynomial Regression method to examine the effects of different strategic fit modes on organizational adaptive performance.The empirical results indicate that internal HRM strategy-defensive competitive strategy fit has significant positive influence on organizational adaptive performance and human resource functional flexibility plays the mediating role during this process.While the influence of external HRM strategy-exploratory competitive strategy fit on human resource numerical flexibility and organizational adaptive performance needs to be tested and explored further.
引文
[1]SUN H Y,HONG C.The Alignment between Manufacturing and Business Strategies:Its Influence on Business Performance[J].Tec Novation,2002,22(11):699-705.
[2]LEE F H,LEE T Z,WU W Y.The Relationship between Human Resource Management Practices,Business Strategy and Firm Performance:Evidence from Steel Industry in Taiwan[J].International Journal of Human Resource Management,2010,21(9):1 351-1 372.
[3]BOXALL P.Achieving Competitive Advantage through Human Resource Strategic:Towards a Theory of Industry Dynamics[J].Human Resource Management Review,1998,8(3):265-288.
[4]CRISTINAB G,JULIAN B.The Antecedents,Consequence,and Mediating Role of Organizational Ambidexterity[J].Academy of Management Journal,2004,47(2):209-226.
[5]WRIGHT P M,SNELL S.Towards a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management[J].Academy of Management Review,1998,23(4):756-772.
[6]许龙,高素英,于慧.竞争战略与HRM系统匹配性对企业持续竞争优势影响研究——基于中国上市公司年报数据[J].软科学,2015,29(5):101-105.
[7]纪晓丽,周兴驰.高新企业的战略人力资源管理契合、人力资源管理效能与企业组织绩效的关系研究[J].软科学,2012,26(11):99-104.
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[9]SCHULER R S.Strategic Human Resource Management and Industrial Relations[J].Human Relations,1989,42(2):157-184.
[10]DELERY J E,DOTY D H.Modes of Theorizing in Strategic Human Resource Management:Tests of Universalistic,Contingency,and Configurational Performance Predictions[J].Academy of Management Journal,1996,39(4):802-835.
[11]LEPAK D P,SNELL S A.Examining the Human Resource Architecture:The Relationships among Human Capital,Employment,and Human Resource Configurations[J].Journal of Management,2002,28(4):517-543.
[12]WANG D X.Employment Relationship and Firm Performance:Evidence from the Peoples of China[D].Hong Kong:Hong Kong University of Science and Technology,2001.
[13]DUNCH M A.Applying an Expanded Contingency Perspective to Assess the Appropriateness of SHRM Best Practices[D].Houston:University of Houston,2004.
[14]宋殿辉.人力资源管理与国际化战略的匹配——以TCL为例[J].中国人力资源开发,2015(24):31-37.
[15]邢会,许龙,高素英.构型视角下HRM系统匹配模式识别及与企业绩效的关系[J].企业经济,2017(7):46-52.
[16]BLYTON P,JONATHAN M.HRM and the Limits of Flexibility[M]//BLYTON T P,TURNBULL P J.Reassessing Human Resource Management[M].London:Sage Publications,1992:116-130.
[17]ATKINSON J.Manpower Strategies for Flexible Organizations[J].Personnel Management,1984(8):28-31.
[18]KETKAR S,SETT P K.Environmental Dynamism,Human Resource Flexibility and Firm Performance:Analysis of a Multi-Level Causal Model[J].International Journal of Human Resource Management,2010,21(8):1 173-1 206.
[19]程德俊.动态环境下人力资源柔性战略[M].南京:南京大学出版社,2009.
[20]彭娟.基于构型理论的人力资源系统与组织绩效的关系研究[D].广州:华南理工大学工商管理学院,2013.
[21]BELTRAN-MARTIN I,ROCA-PUIG 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):1 009-1 044.
[22]孟繁强.企业人力资源柔性的类型选择:产品架构与组织能力的匹配导向[D].天津:南开大学商学院,2008.
[23]赵瑞美.企业人力资源管理柔性的动因与效能研究[M].太原:山西人民出版社,2010.
[24]VALVERDE M,TREGASKIS O,BREWATER C.Labor Flexibility and Firm Performance[J].International Advances in Economic Research,2000,6(4):649-661.
[25]MICHIE J,SHEEHAN M.Labor Market Flexibility,Human Resource Management and Corporate Performance[J].British Journal of Management,2001,12(4):287-306.
[26]TEECE D J.Explicating Dynamic Capability:The Nature and Micro foundations of(Sustainable)Enterprise Performance[J].Strategic Management Journal,2007,28(13):1 319-1 350.
[27]高若阳.基于知识观的组织模块性与企业适应性研究[D].杭州:浙江大学管理学院,2010.
[28]LEPAK D P,TAKEUCHI R,SNELL S A.Employment Flexibility and Firm Performance:Examining the Interaction Effects of Employment Mode,Environmental Dynamism,and Technological Intensity[J].Journal of Management,2003,29(5):681-703.
[29]CAPPELLI P,NEUMARK,D.External Churning and Internal Flexibility:Evidence on the Functional Flexibility and Fore-periphery Hypotheses[J].Industrial Relations,2004,43(1):148-182.
[30]EDWARDS J R,CABLE D M.The Vaule of Vaule Congruence[J].Journal of Applied Psychology,2009,94(3):654-677.
[31]ZHANG Z,WANG M.Leader-Follower Congruence in Proactive Personality and Work Outcomes:The Mediating Role of Leader Member Exchange[J].Academy of Management Journal,2012,55(1):111-130.
[32]林彦梅,刘洪,王三银.工作边界强度与工作压力的关系——基于个人-环境匹配理论[J].中国工业经济,2015(3):122-134.
[33]刘星,李新建.基于扎根理论的多元雇佣工作群体的雇佣身份断层与激活因素研究[J].管理学报,2015,12(7):1 001-1 011.
(1)复杂适应系统中的个体不局限为单一的个人概念,也可以指战略单元等概念。
(2)除了功能和数量柔性之外,ATKINSON[17]还提出了距离柔性和财务柔性两个概念。
(1)X表示组织竞争战略、Y表示人力资源管理战略、Z表示因变量,代表人力资源柔性(功能柔性或数量柔性)或适应性绩效,e表示方程残差项。
(1)因限于篇幅,有关曲面响应图暂略,有兴趣的读者可与笔者联系。
(2)同上。
[2]LEE F H,LEE T Z,WU W Y.The Relationship between Human Resource Management Practices,Business Strategy and Firm Performance:Evidence from Steel Industry in Taiwan[J].International Journal of Human Resource Management,2010,21(9):1 351-1 372.
[3]BOXALL P.Achieving Competitive Advantage through Human Resource Strategic:Towards a Theory of Industry Dynamics[J].Human Resource Management Review,1998,8(3):265-288.
[4]CRISTINAB G,JULIAN B.The Antecedents,Consequence,and Mediating Role of Organizational Ambidexterity[J].Academy of Management Journal,2004,47(2):209-226.
[5]WRIGHT P M,SNELL S.Towards a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management[J].Academy of Management Review,1998,23(4):756-772.
[6]许龙,高素英,于慧.竞争战略与HRM系统匹配性对企业持续竞争优势影响研究——基于中国上市公司年报数据[J].软科学,2015,29(5):101-105.
[7]纪晓丽,周兴驰.高新企业的战略人力资源管理契合、人力资源管理效能与企业组织绩效的关系研究[J].软科学,2012,26(11):99-104.
[8]MILES R,SNOW C C.Designing Strategic Human Resource Systems[J].Organizational Dynamics,1984,13(1):36-52.
[9]SCHULER R S.Strategic Human Resource Management and Industrial Relations[J].Human Relations,1989,42(2):157-184.
[10]DELERY J E,DOTY D H.Modes of Theorizing in Strategic Human Resource Management:Tests of Universalistic,Contingency,and Configurational Performance Predictions[J].Academy of Management Journal,1996,39(4):802-835.
[11]LEPAK D P,SNELL S A.Examining the Human Resource Architecture:The Relationships among Human Capital,Employment,and Human Resource Configurations[J].Journal of Management,2002,28(4):517-543.
[12]WANG D X.Employment Relationship and Firm Performance:Evidence from the Peoples of China[D].Hong Kong:Hong Kong University of Science and Technology,2001.
[13]DUNCH M A.Applying an Expanded Contingency Perspective to Assess the Appropriateness of SHRM Best Practices[D].Houston:University of Houston,2004.
[14]宋殿辉.人力资源管理与国际化战略的匹配——以TCL为例[J].中国人力资源开发,2015(24):31-37.
[15]邢会,许龙,高素英.构型视角下HRM系统匹配模式识别及与企业绩效的关系[J].企业经济,2017(7):46-52.
[16]BLYTON P,JONATHAN M.HRM and the Limits of Flexibility[M]//BLYTON T P,TURNBULL P J.Reassessing Human Resource Management[M].London:Sage Publications,1992:116-130.
[17]ATKINSON J.Manpower Strategies for Flexible Organizations[J].Personnel Management,1984(8):28-31.
[18]KETKAR S,SETT P K.Environmental Dynamism,Human Resource Flexibility and Firm Performance:Analysis of a Multi-Level Causal Model[J].International Journal of Human Resource Management,2010,21(8):1 173-1 206.
[19]程德俊.动态环境下人力资源柔性战略[M].南京:南京大学出版社,2009.
[20]彭娟.基于构型理论的人力资源系统与组织绩效的关系研究[D].广州:华南理工大学工商管理学院,2013.
[21]BELTRAN-MARTIN I,ROCA-PUIG 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):1 009-1 044.
[22]孟繁强.企业人力资源柔性的类型选择:产品架构与组织能力的匹配导向[D].天津:南开大学商学院,2008.
[23]赵瑞美.企业人力资源管理柔性的动因与效能研究[M].太原:山西人民出版社,2010.
[24]VALVERDE M,TREGASKIS O,BREWATER C.Labor Flexibility and Firm Performance[J].International Advances in Economic Research,2000,6(4):649-661.
[25]MICHIE J,SHEEHAN M.Labor Market Flexibility,Human Resource Management and Corporate Performance[J].British Journal of Management,2001,12(4):287-306.
[26]TEECE D J.Explicating Dynamic Capability:The Nature and Micro foundations of(Sustainable)Enterprise Performance[J].Strategic Management Journal,2007,28(13):1 319-1 350.
[27]高若阳.基于知识观的组织模块性与企业适应性研究[D].杭州:浙江大学管理学院,2010.
[28]LEPAK D P,TAKEUCHI R,SNELL S A.Employment Flexibility and Firm Performance:Examining the Interaction Effects of Employment Mode,Environmental Dynamism,and Technological Intensity[J].Journal of Management,2003,29(5):681-703.
[29]CAPPELLI P,NEUMARK,D.External Churning and Internal Flexibility:Evidence on the Functional Flexibility and Fore-periphery Hypotheses[J].Industrial Relations,2004,43(1):148-182.
[30]EDWARDS J R,CABLE D M.The Vaule of Vaule Congruence[J].Journal of Applied Psychology,2009,94(3):654-677.
[31]ZHANG Z,WANG M.Leader-Follower Congruence in Proactive Personality and Work Outcomes:The Mediating Role of Leader Member Exchange[J].Academy of Management Journal,2012,55(1):111-130.
[32]林彦梅,刘洪,王三银.工作边界强度与工作压力的关系——基于个人-环境匹配理论[J].中国工业经济,2015(3):122-134.
[33]刘星,李新建.基于扎根理论的多元雇佣工作群体的雇佣身份断层与激活因素研究[J].管理学报,2015,12(7):1 001-1 011.
(1)复杂适应系统中的个体不局限为单一的个人概念,也可以指战略单元等概念。
(2)除了功能和数量柔性之外,ATKINSON[17]还提出了距离柔性和财务柔性两个概念。
(1)X表示组织竞争战略、Y表示人力资源管理战略、Z表示因变量,代表人力资源柔性(功能柔性或数量柔性)或适应性绩效,e表示方程残差项。
(1)因限于篇幅,有关曲面响应图暂略,有兴趣的读者可与笔者联系。
(2)同上。