支持性人力资源实践与员工工作绩效的关系研究

On the Relation between Supportive Human Resource Practice and Employee Job Performance

近年来,随着经济迅速发展,人力资源部开始通过不断尝试实施各种人力资源实践活动来改善并规范企业的管理,人力资源工作人员也逐渐意识到支持性人力资源实践的重要性。支持性人力资源实践包含公平奖惩,员工参与和成长空间三个维度,正能体现组织认同员工贡献、信任员工并对员工进行人力资本投资。本研究以我国珠三角地区企业为主要研究对象,基于339个研究样本,采用文献研究法、问卷调查法,并运用相关分析、探索性因素分析、验证性因素分析和多元回归分析法等,来探讨支持性人力资源实践和工作绩效三者间的关系,并证明了支持性人力资源实践对工作绩效存在显著的正向影响作用。

With the rapid development of economy, the competition between enterprises is increasingly fierce, the enterprises also begin to compete for resouces, especially the human resources. Supportive human resources practice contains fair rewards and punishment/ employee involvement/ growth potential, which is equivalent to that the organization indentify employee contributions/trust employees and investment in human capital for employees. Based on this, the study chooses to our country enterprise in Zhuhai as the main research object, and gains 339 research samples, the research objects in this study is the Pearl River Delta enterprise in China, the use of documentary research, depth interviews and questionnaires, and the use of correlation analysis, exploratory factor analysis. And we proved that supportive human resources practice has positive impact on job performance.