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组织文化胜任力模型及其运用 被引量:4

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摘要 本文构建了一个涵盖组织战略、组织精神、个体特质、公民行为等7要素在内的文化胜任力理论模型,并通过案例说明了文化胜任力测评的步骤与方法。
机构地区 青岛理工大学
出处 《中国人力资源开发》 CSSCI 北大核心 2009年第7期37-40,共4页 Human Resources Development of China
基金 山东社科规划青年项目(08DJGJ18) 青岛理工大学文科博士启动基金资助
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参考文献9

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二级参考文献8

  • 1Lam L W and White LP. Human resource orientation and corporate performance [J]. Human Resource Development Quarterly, 1998, (9): 351-364.
  • 2C Chadwick, P Cappelli. Alternatives to generic strategy typologies in strategic human resource management [M].Greenwich, CT; JAI Press, 1999: 11-29.
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  • 5Peter F Drucker. The Practice of Management [M]. New York; Harper & Brothers, 1954: 1-20.
  • 6D Ricks, B Toyne, and Z Martnez. Recent developments in international management research. [J]. Journal of Management, 1990, 16: 219-253.
  • 7Delery J E and Dory D H. Modes of theorizing in strategic human resource management, tests of universalistic, contingency, and configurational performance predictions[J]. Academy of Management Journal, 1996(39): 802-835.
  • 8Husilid, Mark A. The impact of human resource management practices on turnover, productivity, and corporate financial[J]. Academy of Management Journal, 1995, 38: 635-672.

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