人力资源管理系统构型差异性、组织心理所有权与员工创造力被引量：12

Differentiated Human Resource Configurations,Organizational and Psychological Ownership and Employee Creativity

在线阅读下载PDF

导出

摘要 "人力资源管理系统能否促进创新"是目前的研究热点,但却未获一致研究结论。人力资源管理系统内部不同性质的人力资源实践能满足员工不同类型的需求及其综合效果,因此可能会催生不同的员工创造力。根据绩效导向和维持导向两维度,文章将人力资源管理系统分成四类:高绩效-高维持、低绩效-高维持、高绩效-低维持、低绩效-低维持。选取江苏、安徽企业中的362个员工样本,结果表明:与其它三种类型的人力资源管理系统相比,高绩效-高维持型人力资源管理系统员工的组织心理所有权最高,从而员工创造力最高。研究结果不仅进一步拓展了人力资源管理系统对员工创造力的影响研究,而且揭示了人力资源管理系统影响员工创造力的机制。＂Whether HRMS can generate innovation＂ is a hot issue, but there is no consistent conclusion. Different practice of a human resource management system will lead to different employee creativity. Using the two dimensions of performance-oriented and maintenance-oriented human resource practices, we conceptualize HRMS into four different types： high-performance and high- maintenance HRMS, high-maintenance and low-performance HRMS, high-performance and low-maintenance HRMS, low-perform- ance and low-maintenance HRMS. Based on a survey data of 362 employees from companies in Jiangsu and Anhui provinces, this study explores the effects of performance practices and maintenance practices on the employee creativity. The empirical research results show that high-performance and high-maintenance HRMS have the highest level of psychological ownership and employee creativity relative to the other three types of HRMS. The research contributes to developing the theory of whether and how HRMS have influence on the employee creativity.

作者魏巍彭纪生 WEI Wei;PENG Ji-sheng(School of Business, Nanjing University, Nanjing 210093, China;School of Management, Anhui University of Finance and Economy, Bengbu 233030, China)

机构地区南京大学商学院安徽财经大学工商管理学院

出处《商业经济与管理》 CSSCI 北大核心 2018年第1期27-36,共10页 Journal of Business Economics

基金国家自然科学基金项目"产权性质与企业技术创新:基于心理所有权匹配的跨层次研究"(71672083) 国家自然科学基金项目"企业国际化能力跃迁机制与路径:基于知识导向与制度距离视角的研究"(71272097) 安徽财经大学科研重点项目"心理所有权视角下人力资源管理系统对企业创新绩效的影响研究"(ACKY1712ZDB)

关键词绩效导向人力资源实践维持导向人力资源实践组织心理所有权创造力 performance-oriented HR practice maintenance-oriented HR practices psychological ownership creativity

分类号 F270 [经济管理—企业管理]

引文网络
相关文献

参考文献2

1赵文红,周密.R&D团队人力资源管理实践对企业创新绩效的影响研究[J].研究与发展管理,2012,24(4):61-70. 被引量：29
2谢瑶,顾琴轩.技能多样性对员工创造力及工作绩效的影响研究——心理所有权与工作反馈视角[J].科学学与科学技术管理,2015,36(4):162-169. 被引量：13

二级参考文献63

1李媛,高鹏,汤超颖,裴瑞敏.团队创新氛围与研发团队创新绩效的实证研究[J].中国管理科学,2008,16(S1):381-386. 被引量：13
2陆惠文.合作学习:开发团队人力资源[J].中国人力资源开发,2005,22(4):39-41. 被引量：2
3Thamhain H J. Managing innovative R&D teams [ J ]. R&D Management,2003,33 ( 3 ) :297 - 311.
4Shipton H, West M A, Dawson J. HRM as a predictor of innovation [J]. Human Resource Management Jour- nal,2006,16( 1 ) :3 - 26.
5Schermerhom J J R, Gardner W L, Martin T N. Management dialogues: Turning on the marginal performer [ J ]. Organizational Dynamics, 1990,18 (4) :47 - 59.
6Delery J E, Dory D H. Modes of theorizing in strategic human resource management: Test of universalistic, con- tingency, mad eortfigurational performance predictions [J]. Academy of Management Journal,1996,39(4) :802 - 835.
7Leede de J, Looise J K. Innovation and HRM: Towards an integrated framework [ J]. Creativity and Innovation Management ,2005,14 ( 2 ) : 108 - 117.
8Hayton J C. Promoting corporate entrepreneurship through human resource management practices: A review of empirical research [ J]. Human Resource Management Review,2005,15 (1) :21 -41.
9Laursen K, Foss N J. New HRM practices, complementarities, and the impact on innovative performance [ J ]. Cambridge Journal of Economics,2003,27 (2) :243 - 263.
10Collins C J, Smith K G. Knowledge exchange and combination : The role of human resource practices in the per- formance of high technology firms [ J ]. Academic of Management Journal, 2006,49 (3) :544 - 560.