摘要
环境动态性的加剧使柔性的作用日趋凸显,传统的以"匹配性"为中心的战略人力资源(SHRM)框架让位于以"柔性"为中心的新框架,但是关于人力资源柔性的作用已有文献却未达成共识。基于战略人力资源管理框架的实证研究结果表明,在我国现阶段,人力资源柔性的两个构面(人力资本柔性和人力资源系统柔性)对组织绩效都具有正向积极作用。持续变化的内外部环境和竞争压力使企业不得不加强柔性能力的培育,当企业具备适应内外部环境与竞争变化的人力资源柔性能力时,将有效地改善绩效水平。同时,环境变量在其中的调节作用并不明显:人力资源柔性在高动态环境中对企业绩效的作用并不会高于在低动态环境中对企业绩效的作用。可能的原因是,人力资源柔性具有动态适应能力,能始终保持与环境变化相匹配,因而不论是在低动态环境中还是在高动态环境中都能有效发挥其作用。
In accordance with environmental dynamics,traditional framework of strategic human resource management,which is centered by ＂fit＂,has to be re-placed by new framework centered on ＂flexibility＂.However,the function of ＂HRF＂ has not been agreed upon.The empirical research based on strategic human resource management framework shows that,at this stage of our country,the two sections of HRF（HCF and HSF） influence organizational performance positively.Constantly changing inside and outside environment and competition entail the nurture of flexibility in firms.The performance of firms with HRF improves.While the regulating effect of the variable of environment is an unapparent,the effect of HRF proves to be at the same level in both high dynamic and low dynamic environment.A possible explanation is that HRF has innate dynamic adaptability that enables it to function well in both situations.
出处
《北京师范大学学报（社会科学版）》
CSSCI
北大核心
2012年第2期114-120,共7页
Journal of Beijing Normal University(Social Sciences)
基金
湖南省哲学社会科学基金"知识转移视角下中小企业与学研机构合作创新机制研究"(2010YBB248)
湖南省教育厅科研项目"动态环境下人力资源柔性管理与企业绩效关系研究"(08C598)
关键词
人力资源柔性
企业绩效
战略人力资源管理
环境动态性
human resource flexibility
firm performance
strategic human resource management
environmental dynamic
