基于组织情境的人力资源管理适当性决策研究

Situation-based Decision Making in Human Resource Management:Applying a Logic of Appropriateness

战略人力资源管理主要包含四类人力资源管理系统——控制型、内部型、市场型和承诺型。大多数研究者都青睐承诺型系统,很多企业的人力资源实践也试图往这方面靠拢,但根据权变观,处于不同情境的企业应当适用不同的人力资源管理系统。通过适当性逻辑中的适当性框架和构型法演绎出战略人力资源管理与企业情境的匹配矩阵。首先,采用环境不确定性和组织认定这两个要素对组织情境进行定义或构型,最终分类为四种组织情境。其次,分别为四种组织情境推导出相应的情境规则,即所处环境和企业特性所决定的企业行为导向。最后,根据这四种情境规则,分别将四类人力资源管理系统(控制型、内部型、市场型和承诺型)与之相匹配,即对四种情境规则分别匹配适当的人力资源决策。

Strategic human resource management mainly includes four types of human resource management systems:control system,internal system,market system and commitment system.However,most researchers favor commitment system,and many enterprises′human resource management practices also try to get closer to this aspect.However,according to the contingency view,enterprises in different situations should apply different human resource systems.Based on this,this paper tries to deduct the matching matrix between strategic human resource management and enterprise situation through the appropriateness logic and configuration method.Firstly,the two elements of environmental uncertainty and organizational identification are used to define or construct orga-nizational situations,which are finally classified into four organizational situations.Secondly,the corresponding situation rules are derived for the four organizational situations,that is,the enterprise behavior orientation determined by the environment and the characteristics of the enterprise.Finally,according to these four situational rules,four types of human resource systems(control,internal,market and commitment system)are respectively matched with the situational rules.Therefore,each type of decision situation is matched with specific appropriate HRM decision respectively.