竞争战略与HRM系统匹配性对企业持续竞争优势影响研究——基于中国上市公司年报数据

Study on the Impact of the Fitness between Business Strategy and HRM System on Sustained Competitive Advantage——Based on Annual Fiscal Reports of Chinese Listed Companies

基于战略人力资源管理形态观,对企业竞争战略、HRM系统及持续竞争优势三者关系提出假设,并利用263家上市公司财务年报进行实证检验。研究结果发现:成本领先战略下,企业更倾向于实施外取型HRM系统;差异化战略下,企业更倾向于实施内开型HRM系统;HRM系统与竞争战略匹配的企业短期绩效不一定高于不匹配企业,但长期绩效高于不匹配企业。

Based on the contingency perspective in strategic human resource management, this paper summarizes hypotheses of business strategies, HRM systems and sustainable competitive advantage, and uses the data from annual fiscal reports of 263 Chinese listed companies to empirically test for the hypotheses. According to the results, it finds that under cost leader- ship strategy, companies intend to implement external HRM system; under differentiation strategy, they are more likely to implement internal HRM system. Moreover, companies that HRM system matches with business strategy do not have neces- sarily higher short-term performance. Meanwhile, companies that HRM system matches with business strategy always have higher long-term performance than those with unmatched HRM system.