人力资源管理计划、实施与感知的差异研究——一个整合模型

Understanding the Gaps between Intended,Implemented,and Perceived Human Resource Management:An Integrated Model

组织的人力资源管理计划能否取得预期效果,在很大程度上取决于人力资源部门与直线经理的实施程度以及一线员工的实际感知程度。为此,新近研究开始通过计划-实施-感知这一过程机制来解读人力资源管理对个体和组织绩效的复杂影响。然而,当前研究对人力资源管理计划、实施和感知之间的差异及其成因还缺乏系统认识。本文在梳理相关文献的基础上,首先界定了人力资源管理计划、实施与感知,接着论证了三者间差异的存在,进而提出了一个整合模型呈现差异的影响因素。该模型通过两个视角、四类主体、五个方面和九条路径,系统阐释了人力资源管理计划、实施与感知为何存在差异。文章最后还提出了一系列未来研究方向。本文有助于系统理解人力资源管理计划、实施与感知,从理论上推动对三者差异的研究,在实践中帮助企业更好地开展人力资源管理活动。

Previous studies on human resource management primarily focus on the human resource management practices that can improve individual and organizational performance.However,whether the human resource management practices designed by the organization achieve expected results depends to a large extent on the implementation and employee perceptions of these practices.For this reason,recent research has begun to discuss the impact of human resource management practices on individual and organizational performance using the"intended-implemented-perceived human resource management"framework.Although the gaps between intended,implemented,and perceived human resource management practices have received increasing attention,the existing research is relatively fragmented,which is not conducive to future research.Indeed,because scholars draw on different theoretical perspectives,examine different research questions,and employ different measurement methods,there is a lack of dialogue between studies and thus some key issues remain unclear.For instance,how should define the intended,implemented,and perceived human resource management practices?Who are eligible to evaluate the intended,implemented,and perceived human resource management practices?Are the differences among the intended,implemented,and perceived human resource management practices exist in the conceptual level only or in the organization?What factors determine the gaps,or particularly which subjects in the organization and from which aspects of the subjects should be considered as influencing factors of the gaps?Answering these questions promotes the scholarly understanding of the differences between intended,implemented,and perceived human resource management practices,and practically it helps to explain why some companies’investment in human resource management activities fails to achieve expected results.Regrettably,no research until now has systematically addressed these issues,thus obstructing both the theoretical advancement and practical usage of HRM.In order to solve these problems,this research systematically sorts out the relevant literature and propose an integrated model.We define the connotation of intended,implemented,and perceived human resource management practices,and points out that the gaps exist practically in the organizations.This integrated model illustrates the antecedents of gaps between intended,implemented,and perceived human resource management practices from the perspective of four types of subjects:top managers,human resource departments,line managers and employees.On this basis,we propose that future research should conduct more research on the intended-implemented and implemented-perceived gaps.Particularly,future research is encouraged to improve the understandings of connotation and measurement of the intended,implemented and perceived human resource management,distinguish the different gaps of different types of human resource management practices,explore the congruence effect of intended and implemented human resource management,and identify the antecedents of gaps from the organizational contexts and stakeholders’perspectives.This article presents a comprehensive knowledge of the gaps between intended,implemented and perceived human resource management practices,and deepens the understanding of the mechanisms through which human resource management practices affect individual and organizational performance.Practically this research provides organizations with implications on the designing and implementing human resource management,and thereby assists companies with leveraging these activities in practice.