1[1]March J G, Sutton R I. Organizational performance as a dependent variable[J]. Organization Science, 1997,(8):698-706
2[2]Barney J B. Firm resources and sustained competitive advantage[J]. Journal of Management, 1991, 17:99-120
3[3]Hitt M A, Bieman L, Shimizu K, et al. Direct and moderating effects of human capital on strategy and performance in professional service firms:A resource-based perspective [J]. Academy of Management Journal, 2001, 44:13-28
4[4]Becker B, Huselid M. High performance work systems and firm performance:A synthesis of research and managerial implications[A].In Ferris G R. Research in Personnel and Human Resource Management[M]. Greenwich, CT:JAI Press, 1998. 53-101
5[5]Boxall P, Purcell J. Strategic human resource management:Where have we come from and where should we be going?[J]. International Journal of Management Reviews, 2000, (2):183-203
6[6]Wright P M, Gardner T M. Theoretical and Empirical Challenges in Studying the HR Practice-Firm Performance Relationship[R]. Paper Presented at the EIASM Workshop Strategic Human Resource Management', INSEAD, March 30, 2000
7[7]Ferris G R, Arthur M M, Berkson H M, et al.Toward a social context theory of the human resource management-organization effectiveness relationship[J].Human Resource Management Review, 1998, (8):235-264
8[8]Rogers E W, Wright P M. Measuring organizational performance in strategic human resource management:Problems, prospects, and performance information markets[J]. Human Resource Management Review, 1998, (8): 311-331
9[9]Child J. A foreign perspective on the management of people in China [J]. International Journal of Human Resource Management, 1991, 2:93-107
10[10]Goodall K, Warner M. Human resources in Sino-foreign joint ventures:Selected case studies in Shanghai compared with Beijing [J].International Journal of Human Resource Management, 1997, 8:569-594