关系型人力资源管理实践述评与展望

A Literature Review of Guanxi-based Human Resource Management Practice

关系型人力资源管理实践是指组织以人际关系为基础进行招聘、晋升、薪酬、任务分配以及绩效评估等的人力资源管理实践活动,近20年受到学术界广泛关注和探讨,是中国情境下最具价值的本土构念之一。学者通过实证研究或理论推导证实了关系型人力资源管理实践对个体、群体乃至整个组织均产生显著影响,如管理信任、程序正义、工作绩效、下级工作参与度、职业幸福感等。组织公正理论、社会信息加工理论、期望理论、资源保存理论是解释关系型人力资源管理实践影响的主要理论。未来研究可进一步从关系型人力资源管理实践的研究主体、研究层次、实施效果的边界条件及其实践运用新场景等方面展开有益探索。

Guanxi-based human resource management practice is one of the most valuable indigenous constructs in the Chinese context,and has drawn much attention and aroused wide discussion from scholars in the past two decades.It refers to the human resource management practices of recruitment,promotion,compensation,task assignment and performance evaluation based on interpersonal relationship.Based on empirical or theoretical research,many scholars have found that guanxi-based human resource management practice has a significant impact on individuals,groups and even the entire organization,such as management trust,procedural justice,work performance,subordinates'work participation,and career happiness.Organizational justice theory,social information processing theory,expectation theory,and resource preservation theory are the main theories used to explain the influence of guanxi-based human resource management practice.Future research should focus on the research subjects,research levels,boundary conditions of implementation effects and new application scenarios of guanxi-based human resource management.