人力资源管理实践与企业绩效关系的实证研究

战略人力资源管理的普适观认为人力资源管理实践对企业绩效存在直接效应,但在中国情境下是否各项实践对企业绩效的直接效应都显著,还有待做进一步的实证研究。本文基于205家企业的调查数据,采用结构方程模型对人力资源管理的＂选＂、＂育＂、＂用留＂实践与员工保留、企业财务绩效的关系进行了检验。结果显示：＂选＂实践对员工保留的负向直接效应显著;＂用留＂实践对员工保留、企业财务绩效的正向直接效应都显著;员工保留在＂用留＂实践影响企业财务绩效时发挥部分中介作用。研究结果说明：在中国企业中,薪酬、绩效考核、工作轮换实践是降低员工流失率、提高企业财务绩效的主要人力资源管理实践;招聘与选择实践使用不当,将致使员工主动离职。

An Empirical Research on Human Resource Management Practices and Firm Performance

In strategic human resource management literature,theorists adopting a universalistic perspective posit that specific human resource management practices will always have direct effects on firm performance.However,the significance testing is needed to examine the direct effects of human resource management practices on firm performance in China.Based on a sample of 205 firms,this study uses structural equations to examine the direct effects of ＂selecting＂,＂training＂,and ＂utilizing and retaining＂ practices on employee retention and firm financial performance.Evidences indicate that the negative effects of ＂selecting＂ practices on employee retention are significant,and the positive effects of ＂utilizing and retaining＂ practices on employees retention and firm financial performance are both significant.Furthermore,the results support argument for the partial mediating effect of employee retention in ＂utilizing and retaining＂ practices-firm financial performance relationships.The results indicate thatcompensation,performance appraisals and work rotation are the most importance human resource management practices that had positive relationships with employee retention and financial performance in Chinese firms,andif a human resource manager mistakenly deploys recruitment and selection practices,employee are likely to voluntarily leave or quit their job.