摘要
基于双因素理论,人力资源管理活动可区分为保健型人力资源实践和激励型人力资源实践。运用实证研究方法,探讨两类人力资源实践与组织吸引力及工作绩效间的关系。实证研究主要得出以下三个结论:(1)人力资源实践对组织吸引力有积极正向影响,说明在员工形成组织吸引力感知过程中,人力资源实践扮演了重要角色;(2)在中国企业中,相对于激励型人力资源的作用,保健型人力资源实践对工作绩效的影响更为显著;(3)组织吸引力能完全中介人力资源实践与工作绩效的关系。
Based on two-factor theory, human resource management practices can be classified into two categories hygiene and motivation factors. The empirical stu mediating effect of organization attractiveness. Em dy piri indicates the two factors impacts on work performance, and the cal study reaches the following three results： （1） Human resources practices are positive related to organization attractiveness. It indicates that human resource practices play very important role in the process of forming employees organization attractiveness perception; （2） as opposed to motivation factor, hygiene factor＇s impacts on work performance is more significant in Chinese enterprises; （3） the positive relationship between the human resource practices and work performance is completely mediated by organization attractlveness
出处
《科学学与科学技术管理》
CSSCI
北大核心
2012年第6期172-180,共9页
Science of Science and Management of S.& T.
基金
国家自然科学基金项目(71072105)
2009教育部新世纪优秀人才支持计划项目(NCET-10-0366)
关键词
保健型人力资源实践
激励型人力资源实践
组织吸引力
工作绩效
hygiene human resource practices
motivation human resource practices
organization attractiveness
work performance
