我国企业人力资源管理模式与所有制类型之间的关系研究被引量：66

The Link Between Modes of HRM and Ownership of Firms in China

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摘要本文通过比较分析发现传统国有企业与民营企业在人力资源管理的基础工作和企业内部程序公平两个方面都显著落后于外资企业,传统国有企业在工作组织方式和外部人才引进两个方面都显著落后于民营企业与外资企业。进一步分析发现我国企业人力资源管理模式内部政策措施之间存在着结构性失调现象,揭示出我国企业人力资源管理模式与所有制性质之间的关系反映了权变主义和制度环境的联合影响。 Based on cluster analysis, this article identified two modes of human resource management (HRM) employed by Chinese firms: control system and commitment system. Empirical evidence showed a relative close relation between modes of HRM and ownership for firms in China. Further investigation found that both SOEs and domestic private firms fell behind foreign firms in fundamental HRM work and in within-firm procedural justice, and SOEs fell behind both domestic private firms and foreign firms in employee involvement and in external talent acquisition. Inconsistency of practices within any modes identified, suggested modes of quasi-control and quasi-commitment, shed some light on an atypical relationship of contingency between modes of HRM and ownership types and also provided some evidence for institutional theory.

作者张一弛

机构地区北京大学光华管理学院

出处《中国工业经济》 CSSCI 北大核心 2004年第9期87-94,共8页 China Industrial Economics

基金国家自然科学基金资助项目"我国人力资源管理方式与企业绩效之间的关系研究"(批准号70002001)

关键词人力资源管理模式控制型承诺型所有制 mode of HRM control system commitment system ownership

分类号 F240 [经济管理—劳动经济]

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参考文献30

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