摘要
为了明确人力资源管理实践规范性对中小企业创新能力的权变影响效果及影响机制,本文在调研江浙沪316家企业的基础上,分析了企业内部环境权变要素对人力资源管理实践规范化和中小企业创新能力之间关系的影响,研究发现:中小企业内部环境对人力资源管理实践活动与企业创新能力之间关系存在正向调节作用;在企业内部环境创新支持水平较高时,培训和发展与薪酬福利规范化水平对中小企业创新能力有显著正向影响,工作设计与甄选的规范化水平对中小企业创新能力有显著负向影响;在企业内部环境创新支持水平较低时,人力资源管理实践活动对中小企业创新能力没有产生显著影响。研究为寻找有效提升中小企业创新能力的人力资源管理实践提供思路。
For understanding the influence of human resource management practices （HRMP） on innovation capabilities of small and medium enterprises （SMEs）, this paper analyzes the contingency impact of inner enviwnment on the relationship between formalization of HRMP and innovation capability of SMEs based on the questionnaire study of 316 SMEs in Jiangzhehu area. The study results put forward as follows： inner environment plays an positive moderating role in the relationship between formalization HRMP and innovation capability of SMEs; if inner environment is strong innovation - oriented, formalization of training and development, compensation and benefits has posi- tive significant effect on innovation capability of SMEs, and formalization of job design and appraisal has negative significant effect on inno- vation capability of SMEs; if inner environment is weak innovation - oriented, formalization of HRMP has no significant effect on innovation capability of SMEs. This study has big contributes to find some effective HRM ways to improve innovation capability of SMEs.
出处
《工业技术经济》
北大核心
2015年第9期94-98,共5页
Journal of Industrial Technological Economics
基金
上海理工大学人文社科攀登计划
关键词
人力资源管理实践
中小企业
创新能力
企业内部环境
权变研究
human resource management practice （HRMP）
small and medium enterprises （SMEs）
innovation capability
in-ner environment
contingency study
