人力资源管理重要性与能力对企业雇佣关系模式选择的影响

A Study of the Importance and Competency of HRM Affecting the Choice of Employee- organization Relationship in Chinese Enterprises

企业雇佣关系模式的多样性表明,企业的雇佣关系模式不是既定的外生变量。本文认为,企业雇佣关系模式的选择与形成并不脱离于企业自身,它与企业人力资源管理特征密切相关,是基于企业自身人力资源管理重要性与能力而选择的结果。基于我国三大经济圈(长三角、珠三角和京津塘)425家企业的中高层管理者配对样本数据,本文研究发现,企业人力资源管理的重要性与能力是企业选择雇佣关系模式的重要前因变量,即人力资源管理在企业中的相对重要性越高、人力资源管理部门能力越强,企业越会选择组织导向型(相互投资型)雇佣关系模式;反之,企业则会选择工作导向型(准现货契约型)雇佣关系模式。

Scholars believe that employee-organization relationship approaches are given exogenous variables and are likewise formed naturally in a firm. They seldom study and answer the question of why different enterprises choose different EOR approaches. However, the diversity of employee-organization relationship approaches indi- cates that they could not be given enterprise＇ s policies and practices. Therefore, exploring the antecedents of em- ployee-organization relationship approaches in the context of Chinese enterprises is necessary and meaningful from both the theoretical and practical perspectives. This paper argues that the choice and forming of employee-organiza- tion relationship approaches of a firm is not independent of the firm per se, which is closely related to the firm＇ s human resources management features, and is the result chosen intentionally by the firm according to the impor- tance of human resource management importance and the the firm. competency of human resource management department in the firm. Based on 425 paired data from median and top management in three major economic circles of China, the pa- per finds that the importance and competency of human resource management in an enterprise are two important an- tecedents of employee-organization relationship approaches. The higher the human resource management importance and the stronger the human resource management competency of an enterprise, the higher the possibility of choosing organization-focused or mutual investment employee-organization relationship approach; otherwise, the higher possi- bility of choosing job-focused or quasi-spot contract employee-organization relationship approach. However, the in- teraction of human resource management importance and competency doesn＇ t predict the difference of choosing overinvestment or underinvestment employee-organization relationship approach. Accordingly, the paper has made important theoretical contributions. First, the forming and choice of employ- ee-organization relationship approaches are determined by two key factors of human resource management impor- tance and human resource management competency, which helps to answer the question of why different enterprises have different choices of employee-organization relationship approaches. Second, the paper points out that employ- ee-organization relationship approaches are not given exogenous variables. Third, the study helps to explain the co- existence of multi employment relationship models from a theoretical perspective. The paper also contributes to the practical value for Chinese enterprises. First, an enterprise should choose an appropriate employee-organization relationship approach according to the actual human resource management impor- tance and competency. Second, an enterprise should pay more attention to human resource management, such as investing more resources to human resource management and enhance the competency of human resource manage- ment, to achieve the effectiveness of human resource management. Certain limitations of the present study may be noted. First, the paper didn＇t examine the relationship of the importance and competency of human resource management and employee-organization relationship from a dynamic perspective. Second, the paper only measured the importance of human resource management according to the per- ceptions of CEO, but not objective criteria. Finally, the paper just tested the influence of human resource manage- ment importance and competency on employee-organization relationship.