多重匹配下柔性人力资源管理构型与组织成长性绩效

基于构型观和动态能力理论，借鉴“结构（管理构型）—行为（柔性能力培育）—绩效（组织绩效）”经典范式，构建“柔性人力资源管理构型—技能延展力—成长性绩效”的理论框架。对486份企业中高层管理者调查问卷进行结构方程分析，结果表明：①因循多重匹配理念，人力资源管理构型能够凝练出3种典型柔性管理模式：内柔导向型HRM、外柔导向型HRM、内外兼柔导向型HRM；②差异化柔性人力资源管理构型（内柔导向型、内外兼柔导向型、外柔导向型HRM）正向影响组织成长性绩效；③技能延展力在柔性人力资源管理构型与成长性绩效之间起部分中介作用。技能延展力在内柔导向型、内外兼柔导向型、外柔导向型HRM与成长性绩效之间的中介作用依次降低。

Research on Flexible Human Resource Management Configuration with Multiple Fit Characteristics and Organizational Growth Performance

Based on configuration theory and dynamic capability theory, the study draws reference from 'structure (management configuration) -conduct (flexibility cultivation)-performance (organizational performance)' typical model, and builds the theoretical framework of 'flexible human resource management configuration-skill malleability-growth performance'. In addition, on the foundation of SEM analysis of 486 enterprise top and middle managers' questionnaires, the research results show that: ①based on multiple fit view, human resource management configuration can be extracted 3 typical flexible modes as internal flexibility oriented HRM, external flexibility oriented HRM, both internal and external flexibility oriented HRM；②differentiated flexible human resource management configuration (internal flexibility oriented HRM, external flexibility oriented HRM, both internal and external flexibility oriented HRM) has the positive effects on growth performance；③skill malleability plays the partial mediating effects between flexible human resource management configuration and growth performance. Furthermore, the mediating effects of skill malleability between internal flexibility oriented HRM, both internal and external flexibility oriented HRM, external flexibility oriented HRM and growth performance reduce in sequence.