构型视角下HRM系统匹配模式识别及与企业绩效的关系

从战略HRM构型视角出发,运用层级回归分析,采用中国企业样本数据,对HRM内外部匹配及与企业绩效关系进行实证检验。结果表明:相较于单一HRM实践,HRM系统对企业绩效提升更显著,但不同HRM实践对企业绩效具有差异化作用;以最佳模式和理想模式实现内部匹配的HRM系统均可促进企业绩效提升,但前者更显著;以"理想型近似"实现外部匹配的HRM系统与企业绩效正相关,当与内部匹配交互时,促进效应更显著。据此提出重视HRM实践间及与企业战略等的协调与契合,在中国情景下尤其要发挥培训类、薪酬类HR实践的激励作用,与此同时进一步重视人力资源管理的差异化设计等对策与建议。

Based on configurational approach of strategic human resource management, this paper uses the data of Chinese firms to empirically test the mode of fit and the relationship between human resource management system （HRMS） and finn perfor- mance. Results show that HRMS as whole has more impacts on firm performance than HRM practices as single; both best type and ideal type of internal fit of HRMS have positive impacts on firm performance, and the former is more significant; ideal type of external fit of HRMS is positively correlated with firm performance, and the interaction effect with best type of internal fit on firm performance are the greatest. Finally, the paper puts forward some suggestions of paying attention to the internal and external fits of HRMS, especially the motivation of training and compensation to employees, and attaching more importance to the differentiation of HRM et al.