摘要
本文研究了企业特征(如规模、行业和所有国)对不同人力资源管理实践的采用,进而对企业绩效的影响。我们主要考虑以下几方面的人力资源管理实践:人力资源计划、遴选、培训、薪酬、和内部劳动力市场。结果变量则包括既与员工相关也与市场相关的绩效,并通过一个大规模人力资源调查所收集的248家香港企业的数据来论证我们的假设。最后讨论了该研究的理论和实践意义。
This paper examines how firm characteristics (i.e., size, country of ownership and industry) affect the adoption of different human resource (HR) practices and its impacts on firm performance. The following key aspects of HR practices are taken into consideration: HR planning, selection, training, compensation and internal labor markets. Both employee-related and market-related performances are included as the outcome variables.Several hypotheses are proposed and tested through 248 Hong Kong firms′ data from a large-scale HR survey.The results show that (1) firm characteristics, particularly organizational size, have significant effects on HR practices; (2) among the various aspects of HR practices, systematic training is negatively related to employee-related performance; (3) country of ownership and industry, instead of any aspects of HR practices, are related to market-related performance; and (4) employee-related performance is positively related to market-related performance. The theoretical and practical implications of our study are discussed.
出处
《管理评论》
2004年第10期22-31,共10页
Management Review
基金
国家自然科学基金项目(70372036)
教育部人文社科研究2003年(博士点基金)项目资助(03JB630014)。
