摘要
本文在对人力资源管理实践与企业绩效相关研究回顾的基础上,以51家企业为研究对象,从企业和员工双向角度检验企业意图实施的人力资源管理实践和员工感知到的人力资源管理实践的差异及两者对企业绩效的影响。研究结果显示,企业意图实施的和员工感知到的人力资源管理实践差异显著,员工感知到的人力资源管理实践是企业意图实施的人力资源管理实践对企业绩效影响的中介变量。
Based on the review of research on HRM practices, the aim of this paper was to distinguish the difference between intended and perceived HRM practice and to investigate the relationship between intended HRM, perceived HRM and firm performance. Data was collected from 51 firms located in China. Paired sample T test revealed that there was significant difference between intended and perceived HRM practice, Hierarchical multiple regression analysis indicated that intended HRM practice had a positive effect on firm performance through the mediating effect of perceived HRM practice. Finally, the limitations, implications and directions of future research were discussed.
出处
《经济管理》
CSSCI
北大核心
2008年第6期43-48,共6页
Business and Management Journal ( BMJ )
基金
辽宁省科技计划重点项目"企业高级经理人的工作行为及时间分配模式与企业绩效的关系研究"(2005401014)。
关键词
人力资源管理实践
企业绩效
中介变量
intended and perceived HRM practices
firm performance
mediating effect
