基于AMO理论的人力资源管理实践对情境双元性影响机制研究

Human Resources Management Practices and Context Ambidexterity:AMO Perspective

文章把AMO理论应用于人力资源管理影响机制研究,试图揭示人力资源管理通过作用能力、动机和机会来影响情境双元性的机制。首先介绍了AMO理论及其在情境双元性和人力资源管理研究领域的应用情况;其次通过对前人观点的整合构建了一个基于AMO理论的人力资源管理影响情境双元性的模型;最后借助这一模型,系统地探讨了人力资源管理通过知识整合能力、自主性动机和网络中心度影响情境双元性的过程。

By applying AMO theory to human resource management underlying mechanisms,this paper tries to reveal the mechanism that human resource management influences context ambidexterity through ability,motivation and opportunity. First,it introduces AMO theory and its application to context ambidexterity and human resource management areas. Then integrates previous view to build AMO theory model in which human resource management impacts on context ambidexterity. Based on this model,the paper explores human resource management affects context ambidexterity through knowledge integration capability,autonomous motivation and network centrality.