柔性战略与企业绩效:人力资源管理战略职能中介效应研究

文章以上海、江苏和广东三地462家企业为样本,采用结构方程模型对人力资源管理战略职能在柔性战略与企业绩效的关系中起中介作用进行了实证研究.研究发现,柔性战略对人力资源管理战略职能具有显著的正向影响,人力资源管理战略职能对企业绩效具有显著的正向影响,而柔性战略对企业绩效也具有显著的正向影响.进一步研究还发现,人力资源管理战略职能在柔性战略和企业绩效关系中起部分中介作用.换言之,柔性战略对企业绩效的影响既有直接的,又可通过人力资源管理战略职能来间接实现.     

绿色人力资源管理对企业环境绩效的影响研究

绿色发展要求企业重视绿色创新与环境绩效。本文探讨了绿色人力资源管理影响企业环境绩效的作用机制,在文献梳理的基础上,构建了绿色人力资源管理影响企业创新与环境绩效的理论模型。研究表明：绿色人力资源管理可以正向预测企业环境绩效,其中,企业绿色创新具有中介作用。绿色人力资源管理实践通过培养员工的绿色能力、绿色动机,提供绿色机会和明晰环保目标间接影响员工绿色行为和企业绿色创新,进而对企业环境绩效产生影响。此外,绿色人力资源管理实践的前因变量包括来自利益相关者的压力、企业社会责任信息披露、企业绿色发展战略和绿色变革型领导。最后,基于企业社会责任信息披露、绿色人力资源管理实践和绿色创新等方面提出相关建议。     

跨国公司嵌入对物流产业集群本土企业创新绩效的影响

本文通过对288家物流产业集群本土企业进行问卷调查,运用结构方程模型验证了跨国公司嵌入对物流产业集群本土企业创新绩效的影响以及知识共享的中介作用。研究结果表明:跨国公司关系嵌入能够促进物流产业集群本土企业创新绩效,而隐性知识共享在这个过程中起到部分中介作用;跨国公司认知嵌入并不直接影响物流集群本土企业物流创新绩效,而是通过隐性知识共享的完全中介作用实现;跨国公司结构嵌入和显性知识共享对物流产业集群本土企业创新绩效的影响并不显著。研究明确了跨国公司嵌入对物流产业集群本土企业创新绩效的影响及其机制,对于我国物流产业集群提升创新绩效提供了一定的指导。     

高参与工作系统对工作绩效的影响研究——人力资源柔性的中介作用

基于战略人力资源管理理论,在文献回顾的基础上,将人力资源柔性作为中介变量引入到高参与工作系统对工作绩效作用机制的研究中,同时运用多元线性回归和结构方程模型方法对假设理论模型进行实证分析。研究结果表明:高参与工作系统对人力资源柔性、工作绩效具有显著正向影响;高参与工作系统四个维度对人力资源柔性等有正向影响;人力资源柔性在高参与工作系统与工作绩效关系中起部分中介作用,增强人力资源柔性对提高工作绩效有重要作用。     

环境税、绿色创新与企业绩效

文章以A股上市制造业企业2011—2020年数据为研究对象,实证检验了环境税对企业绩效的影响,并引入绿色创新作为中介变量来分析。结果发现,环境税对中介变量绿色创新和因变量企业绩效都有正向影响作用,且绿色创新发挥中介作用具有一定的滞后效应。中介效应的检验表明,环境税对企业绩效的影响中少部分是由绿色创新的传导作用实现的。最后根据实证结论提出对政府和企业双重主体在环境税方面的建议。     

开放式创新模式下企业创新网络、组织学习与企业创新绩效关系的实证研究——以浙江省企业为案例

开放式创新模式下,企业创新网络与创新绩效的研究已成一大热点。企业通过创新网络,以期有效整合内外部各类资源,增加竞争力。目前大量的研究证实,企业创新网络对创新绩效具有显著的积极影响,但就企业创新网络影响创新绩效作用机理的研究还显得相对匮乏。本文通过对浙江省90家企业的问卷调查和实证分析,试图剖析开放式创新模式下企业创新网络对创新绩效的影响机制。研究表明,企业创新网络能够促进知识获取、知识共享和知识应用,继而影响创新绩效;组织学习在企业创新网络与创新绩效的关系中起到中介作用。     

谈战略人力资源管理、市场导向与组织绩效的关系

本文提出战略人力资源管理可以通过市场导向的中介作用对组织绩效产生影响的研究假设,旨在探索战略人力资源管理、市场导向与组织绩效之间的相互关系,以更好地为企业的人力资源管理实践提供有价值的建议.     

师徒制对徒弟创新绩效的影响机制研究：心理可得性和主动性人格的作用

师徒制作为企业人力资源管理与开发的重要工具,在促进员工成长与发展,为企业获取竞争优势发挥着重要的作用。文章基于资源保存理论探究师徒制影响徒弟创新绩效的内在机制,通过对318份有效配对样本数据进行实证分析发现：师徒制与徒弟创新绩效呈正相关关系;心理可得性在师徒制和徒弟创新绩效之间起部分中介作用;主动性人格不仅正向调节了师徒制与徒弟心理可得性的关系,还进一步调节了师徒制通过徒弟心理可得性影响徒弟创新绩效的间接效应。     

企业知识管理过程对管理创新绩效的影响北大核心CSSCI

在知识经济环境下,知识管理对企业管理创新绩效的影响作用日益突出。本文通过构建理论研究模型探讨知识管理过程与管理创新绩效间的影响关系,并考察企业学习能力的调节作用。研究发现知识获取、转化、应用和保护过程积极影响市场绩效,知识保护过程对流程绩效影响不显著,企业学习能力在知识管理过程与管理创新绩效间能起到完全中介作用。     

前瞻型环境战略对企业绿色创新绩效的影响研究--绿色智力资本与吸收能力的链式中介作用

近年来,将环境问题置于企业战略层面已得到普遍认同,绿色创新是我国经济新常态下解决环境问题实现可持续发展的关键。基于自然资源基础观理论、知识管理理论和吸收能力理论,本文对长三角地区249家制造业企业进行实证研究,验证前瞻型环境战略对绿色创新绩效的作用过程与影响机理。实证结果表明,制定前瞻型环境战略的企业可以通过积累绿色智力资本和增强吸收能力来提高企业绿色创新绩效。通过Bootstrap检验发现,绿色智力资本对吸收能力有积极影响,二者在前瞻型环境战略与绿色创新绩效间有链式中介作用,并在对比中发现链式中介效应与单独中介效应具有显著差异。研究为企业制定环境战略和提高绿色创新绩效提供了理论指导与管理启示。     

The HR system, organizational culture, and product innovation

This paper outlines the critical role of organizational culture in the link between the HR system and development of new products and services. While it has been generally accepted that an innovation-oriented HR system would lead to higher level of innovation, the literature does not lend full support to this link. This paper is to point out the inadequacy of such simplified view. It is suggested that a developmental culture is the missing link in-between HR system and innovation outcomes. An HR system which emphasizes extensive training, performance-based reward, and team development is necessary to create an organizational culture that is conducive to product innovation. The empirical findings from a survey of 332 firms in Hong Kong confirmed that organizational culture acted as a mediator between a firm's HR system and product innovation.     

Organizational learning culture,learning transfer climate and perceived innovation in Jordanian organizations

This paper examines the relationship between organizational learning culture, learning transfer climate, and organizational innovation. The objective was to test the ability of learning organization culture to account for variance in learning transfer climate and subsequent organizational innovation, and to examine the role of learning transfer climate as a mediator between learning organization culture and innovation. Results showed that organizational learning culture predicted learning transfer climate, and both these factors accounted for significant variance in organizational innovation.     

Green Innovation and Performance: The View of Organizational Capability and Social Reciprocity

Synthesizing insights from a dynamic capability perspective and social network theory, this study identifies the factors influencing green innovation and examines the relationships between influencing factors, green innovation, and performance. This study uses structural equation modeling to test the research hypotheses. The results indicate that dynamic capability, coordination capability, and social reciprocity are significant drivers of green innovation, including green product innovation and green process innovation. Green product and process innovation have positive effects on environmental performance and organizational performance. These findings are relevant to firms in quest of green management and innovation.     

Training and firm performance in economies in transition: a comparison between Vietnam and China

This paper provides a comparative analysis on the role of training and its impact on firm performance in some economies in transition in Asia. The starting point is an examination of country contexts and training, and how these have shaped organizational approaches to human resource (HR) training. The paper also reviews the results of recent studies that have investigated the relationship between training and firm performance in Vietnam and China. The review results show that training is positively related to firm performance and reveals some convergence of HR training in both countries. On the basis of this, some caveats on HR training development in the future in these two countries are given. The paper ends with theoretical and practical implications.     

市场导向、组织学习创新及组织绩效:基于珠江三角洲企业的实证研究

The purpose of this paper is to examine the relationships among market orientation, learning orientation, organizational innovation and organizational performance through a structural equation modeling approach. This study uses a sample of 143 companies in the Pearl River Delta region of China. Results show that (1) market orientation has no positive direct impact on organizational performance; (2) market orientation has a direct impact on learning orientation; (3) learning orientation has a direct impact on administrative and technical innovation; (4) market orientation has a direct impact on organizational innovation by learning orientation; (5) administrative innovation has a positive direct impact on organizational performance while technical innovation does not impact on organizational performance directly; (6) technical innovation has a positive impact on administrative innovation; (7) learning orientation has an indirect impact on organizational performance through influencing organizational innovation; (8) market orientation has impact on learning orientation, which has an impact on organizational innovation, which in turn has an impact on organizational performance. Managerial implications are discussed, along with suggestions for further research. Translated from Guanli Shijie 管理世界 (Management World), 2006, (2): 80–94, 143     

Human resource involvement in developing intellectual capital

This study examined the extent of a strategic approach to human resource (HR) management in small and medium professional service firms, and if it is used to develop intellectual capital (IC). Data were collected from 165 Australian professional service firms. Path analysis showed that HR involvement and the adoption of a collective set of strategic HR practices contributed positively to IC levels (particularly human, social and organizational capital). IC acts as a mediator between HR practices and firm performance. HR practices alone did not increase the performance of the firms studied. The findings are unique in the context of studies on small- and medium-sized professional service firms in that a holistic approach to assessing both HR practices and all IC components was taken rather than examining the individual construct relationships. In the context studied, HR influence is critical to increasing IC.     

跨国经营人力资源管理模式的选择

自从实施“走出去”战略以来,中国企业的跨国经营管理活动日益频繁,文章以跨国经营人力资源管理模式为中心,在回顾国内外的相关研究成果的基础上,从组织文化、战略定位、职能管理、资源配置等四个视角归纳了跨国经营中存在的人力资源管理模式,提出了以经营绩效为选择标准、外生因素和内生因素为制约要因的跨国人力资源管理的选择模型。     

组织文化、组织结构与绩效：中国企业的实证研究

研究中国企业的组织文化、组织结构和绩效之间存在的可能的关系。基于对国内294家企业实证数据的基础上,发现和睦交往型组织文化一定程度上对企业绩效具有负效应；团结一致型组织文化对于企业绩效具有正效应；而组织结构的柔性程度对于企业绩效具有促进作用。     

Learning Orientation, Market Orientation, and Innovation: Integrating and Extending Models of Organizational Performance

Recent studies have demonstrated effects of learning orientation or market orientation on innovation-driven organizational performance. While these studies have enhanced our understanding of innovation processes in the firm, they have been unable to determine the relative contribution of learning orientation and market orientation to innovation. The integration of these two fundamental strategic orientations in this research enables such an assessment. The model in this research also measures the degree to which market orientation and learning orientation influence organizational performance, independent of their effect on product innovation. The most notable finding is the potential preeminence of learning orientation over market orientation. The implications are of critical importance to marketers because they provide insights into the type of organizational culture that is associated with high levels of performance.     

农村人力资源管理的系统分析

目前我国农村虽然人口众多,人力资源丰富,但是农村人力资源管理几乎是一片空白。为此应通过农村人力资源组织、培训和测评来加强农村人力资源的管理,并针对农村人力资源管理中可能出现的问题和阻力,通过加强对制度、理论创新和提高农村人力资源管理者能力等来促进农村人力资源管理的顺利发展。