组织政治行为及其对人力资源管理的影响

组织政治行为在各类组织中普遍存在。文章首先介绍组织政治行为的概念及其产生的原因，接着分析组织政治行为对人力资源管理的影响，最后提出减少组织政治行为的管理对策。     

组织政治行为对组织信任度的影响

组织信任度是员工对于组织环境是否安全、友善等的主观评价程度,直接影响员工的工作积极性和对企业的忠诚。但组织政治行为严重损害员工对组织的信任程度,阻碍了企业的发展。本文分析了组织政治行为对组织信任度的影响因素及其作用机理,提出了减小组织政治行为对组织信任度影响的对策。     

组织环境因素对中小物流企业人力资源管理行为影响的实证分析

从组织环境因素的角度研究了其对中小物流企业人力资源管理行为的影响,将组织环境因素分为企业经营规模、企业发展战略以及与大企业的联盟关系三个维度,并从这三个维度出发分别研究了其与企业的核心团队组成结构比例、教育培训方式和投入程度、绩效考核体系规范性及员工工资薪酬水平等之间关系的相关性,通过对调查问卷获得的实际样本数据进行统计分析,认为企业发展战略以及与大企业的联盟关系对于中小型物流企业人力资源管理行为的影响比较显著,而企业经营规模对人力资源管理行为选择的影响相对较小.     

企业人力资源管理中的非正式组织问题及应对措施探讨

非正式组织是企业中不可避免的存在,做好非正式组织的管理工作,是人力资源管理工作的关键。本文通过阐述分析非正式组织的特性,总结了非正式组织的积极方面和消极方面,从而针对人力资源管理中的具体环节,提出了相应的应对措施。     

组织政治知觉的研究进展

组织政治知觉是影响组织内员工态度和行为的重要变量。笔者首先对组织政治和组织政治知觉的概念进行了辨析,在此基础上综述了组织政治知觉的结构,以及组织政治知觉与员工态度和行为的关系,发现现有的多数研究显示．组织政治知觉对员工的工作绩效、心理健康等有负面影响。未来的研究方向为,通过改善管理条件,限制组织政治知觉的负面影响,提升积极影响。     

学习型组织与人力资源管理关系初探

本文介绍学习型组织理念的形成背景和主要特征,探讨学习型组织与人力资源管理的关系,认为学习型组织既是人力资源管理的创新性手段,也应当成为人力资源管理本身的内容和目标之一。     

战略性人力资源管理对组织效能的影响研究

本文在对战略性人力资源管理和组织效能概念的阐述上,采用科学的视角,在对战略性人力资源管理营销组织效能机制的构建上将组织承诺和组织文化作为基本条件,从中所获取的启示,作为在实践中企业的的理论和实践指导,以促进企业实行战略性人力资源管理对组织效能的影响体系的构建。     

基于积极心理运动对人力资源管理和行为组织的作用探讨

积极心理学主要的研究对象就是人的潜在能力,积极心理学运动的兴起和发展对组织行为学及人力资源管理的发展进步具有十分积极的促进作用。发掘成员潜在能力能够起到良好的作用,能够有效促进社会实现发展进步的目标,反过来能使积极心理学运动具备更多的研究内容和发展前景,促进积极性心理学运动的进一步发展。     

组织文化的人力资源开发管理功能

随着社会经济的发展,组织文化的人力资源管理功能在企业发展过程中发挥的作用也日益明显,它不仅直接影响着企业员工的价值观及工作理念,同时还能有效发挥人力资源开发管理的功能,为企业人力资源发展战略的制定奠定有利的基础。笔者从组织文化的内涵入手,就其人力资源开发的功能展开了详尽的论述,并且围绕其组织文化人力资源开发管理功能发挥的有效策略提出了具体的建议和意见,以供参考。     

学习型组织与现代人力资源管理的关系

上世纪80年代后,随着组织行为学的兴起和研究的不断深入,西方管理理论的发展也步入了一个新阶段,其中最有代表、最引人注目的便是学习型组织理论。本文在介绍学习型组织理论的基础上,探讨了人力资源管理与学习型组织关系,并提出了学习型组织的人力资源开发管理需注意的几个问题。     

Research productivity patterns in the organizational behavior and human resource management literature

Closely following the analysis approach used for similar studies in the economics and finance literature, we present the first study to examine if there exists an empirical regularity in the bibliometric patterns of research productivity in the organizational behavior (OB) and human resource management (HRM) literature. Our results present strong evidence that there indeed exists a distinct empirical regularity. It is the so-called Generalized Lotka's Law of scientific productivity pattern: The number of authors publishing n papers is about 1/n^c of those publishing one paper. The observed pattern in the OB and HRM area is interestingly very consistent with those in much older, related business disciplines.     

The case for psychology in human resource management research

A recent literature has developed criticising the growing influence of a psychological perspective within research on human resource management (HRM). This paper addresses and rebuts the various criticisms and outlines the positive contribution of work and organisational psychology to HRM research. In looking to the future and the continuing development of HRM research, we argue that there is a need to engage in research that is multidisciplinary, multilevel, multistakeholder, and multimethod. We propose a number of research topics that meet these criteria and to which work and organisational psychology can offer a distinctive contribution. We call for other disciplines to make a more positive contribution to ensure that HRM research continues to flourish.     

Effects of socially responsible human resource management on employee organizational commitment

In this paper, we introduced the concept of socially responsible human resource management (SR-HRM) and examined the effects of perceived SR-HRM on employee organizational commitment (OC) in the Chinese context. After examining the psychometric properties of the scales, hierarchical multiple regression analysis was utilised to test the research hypotheses. The results showed that, in general, SR-HRM is positively related to OC. After demographic variables were controlled, labour-related legal compliance HRM and general corporate social responsibility facilitation HRMs have a significant positive relationship with affirmative commitment (AC), continuance commitment (CC) and normative commitment (NC). Employee-oriented HRM has a significant positive relationship with AC and NC, but not CC. The relationship between SR-HRM and AC is stronger than those between SR-HRM and CC and NC.     

农业行政管理部门人力资源管理现状及分析

农业行政管理部门人力资源管理直接影响到"三农"工作的推进,文章从人力资源管理意识、规划与配置、人力资源获取与激励机制以及人力资源开发等4个方面分析了农业行政管理部门中人力资源管理的现状及存在问题,并提出了相应的改进措施。     

The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification

Based on insights from social exchange and social identity theories, this paper examines the influence of three dimensions of socially responsible human resource management (SR-HRM), namely legal compliance HRM, employee-oriented HRM and general CSR facilitation HRM, on employees' organizational citizenship behaviour (OCB). Structural equation modelling of dyadic data collected from Chinese employees and their direct supervisors in three phases revealed that whilst organizational identification fully mediated the relationship between employee-oriented HRM and employee OCB, general CSR facilitation HRM had a direct effect on employee OCB. In contrast, legal compliance HRM neither influenced employee OCB directly, nor indirectly through organizational identification. The findings highlight the important but complex role played by SR-HRM in eliciting positive employee work outcomes, and contribute to our knowledge of the mechanisms underlying this relationship.     

A resource-based view of human resource management and organizational capabilities development

The aim of this research work was to analyse the role of human resource management in the development of organizational capabilities and its influence on the firm's performance from a resource-based view. Our results, from empirical research on a nation-wide sample of Spanish savings banks, suggest that human resource decisions, integrated in a human resource system, have an important influence on the development of organizational capabilities and on the firm's performance.     

human resource management in East Asian labour markets: some selected issues in strategic,organizational and operational research

The question of payment and its determination has in China exposed tensions between socially embedded values and the functional requirements for modernization. These can be expressed respectively in terms of a traditional model, which predicts that earnings will be higher for people who are older, loyal to their unit and male, and a reform model, which predicts that earnings will be higher for people who have formal qualifications, have relevant training, hold positions of greater responsibility and are performing well and/or belong to a successful enterprise. The postulates of these two models, and the extent to which their relevance has changed with China's economic reform, are examined in the light of data on 144 job-holders in six Beijing state-owned enterprises, collected at two points in time, namely October 1985 and March 1990. The results indicate that in 1985 factors identified by the traditional model, especially age, were the most important predictors of earnings. By 1990 some movement towards the reform model had taken place, although age continued to have an important, albeit weaker, association with level of earnings and the link between pay and performance was still quite limited.     

我国人力资源管理研究分类及述评

虽然我国的人力资源管理研究起步较晚,但学者们对人力资源管理研究的积极性较强,从不同层面研究分析了人力资源管理的实践,包括宏观和微观层面、组织和个人层面等.但当前我国的人力资源管理研究还缺乏一定的科学性,尤其是在微观和宏观的统一上缺乏整合思维,因此,要真正推动我国的人力资源管理研究发展,需审视这些研究的特点与不足,从而沿着科学的方向发展.