对国有企业人力资源管理体系建立的几点思考

在知识经济时代,改变原有管理模式,建立人力资源管理体系是国有企业变革为具有现代管理意识观念、行为模式和能力结构的成长型、学习型企业唯一秘诀。而要实现这一秘诀,就必须科学地认识人力资源管理,在企业内部培育人力资源管理思维并充分授权,建立监督体系,实行内部一致性的人力资源管理政策和措施。     

心理契约研究的新视角——理念型心理契约研究综述

本文对心理契约的最新研究成果进行了介绍,从概念、特点、违背与破裂、测量以及影响因素和影响效果等几个方面评介了理念型心理契约的研究现状,并对理念型心理契约的未来研究方向进行了展望.     

组织学习及其作用机制的实证研究

The organizational learning construct and its effective mechanism are two research issues. This study is based on a survey of 908 managers and employees from 43 companies in different regions of China. The results of exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) show that organizational learning in Chinese enterprises is a multi-dimensional construct comprising of inter-organizational learning, organization-level learning, collective learning, individual learning, exploitation learning and exploration learning. The results of hierarchical linear modeling (HLM) reveal that the unit-level dimensions of organizational learning affect employee’s satisfaction and emotional commitment through the mediation of individual learning. In organizations characterized by high level of organization-level learning and low level of exploitation learning, there is a strong correlation between employees’ satisfaction/emotional commitment and their turnover intention. Hierarchical regression analysis (HRA) also indicates that organizational learning affects perceived organizational financial performance through the full mediation of organizational innovation. Some implications are discussed for organizational learning research and practice. Translated and revised from Guanli Kexue Xuebao 管理科学学报 (Journal of Management Sciences in China), 2007, 10(5): 48–61