内控型还是参与型人力资源管理系统——基于权变匹配视角的案例对比研究

Internal Control-Oriented HRMS or Involvement-Oriented HRMS:Comparative Case Study from the Perspective of Contingency Fit

本文采用案例研究方法,基于第三方物流(3PL)行业的不同业务模式,尝试从权变匹配视角探索顺丰速运和联邦快递如何在复杂的内外部环境中制定不同的人力资源策略,以支撑不同业务模式,与内外部环境相匹配。研究发现:(1)不同业务模式引发不同的人力资源管理系统垂直"匹配",内控型人力资源管理系统与功能主导型业务模式匹配,而参与型人力资源管理系统与供应链一体化业务模式匹配;(2)不同人力资源管理系统进行内部水平匹配;(3)外部环境复杂程度高、内部环境复杂程度低,采用内控型人力资源管理与之匹配,而外部环境复杂程度低、内部环境复杂程度高,采用参与型人力资源管理与之匹配。

Based on different business models in the third party logistics（3PL） industry, this research adopts comparative case study method to explore, from the perspective of contingency fit, how SF Express and FedEx choose different human resource management systems（HRMS）to support different business models in complex internal and external environment. The research finds： （1）The different business models lead to different HRMS vertical fit. Internal control-ori- ented HRMS fits function-oriented business model, while involvement-oriented HRMS fits supply chain integration business model; （2）Different HRMS is horizontal fit internally; （3）Internal control-oriented HRMS is fit for high external environment complexity and low internal environment complexity, while the involvement-oriented HRMS is fit for low external environment complexity and high internal environment complexity.