构建网络的人力资源实践对组织绩效的影响:人力资源柔性的中介作用

Impact of Network-building HR Practices on Organizational Performance: On Intermediary Role of HR Flexibility

中文关键词:  人力资源实践  战略人力资源管理  构建网络的人力资源实践  社会网络  人力资源柔性  组织绩效

英文关键词:human resource practice (HRP)  strategy human resource management (SHRM)  network-building human resource practice (NHRP)  social network (SN)  human resource flexibility (HRF)  organizational performance (OP)

中文摘要:

      人力资源实践是战略人力资源管理研究中的热点问题。有研究表明,探究社会网络在人力资源实践中的应用有利于进一步揭示人力资源实践的构成及其对组织绩效的作用机理。本文以615份有效问卷为样本,应用多元回归分析方法,研究构建网络的人力资源实践对组织绩效的影响以及人力资源柔性的中介作用。研究结果表明,构建网络的人力资源实践对人力资源柔性和组织绩效都有显著作用,而人力资源柔性在其中起到部分中介作用。研究结论为社会资本理论在人力资源实践中的应用提供了重要启示。

英文摘要:

      Human resource practice (HRP) is a heated issue in strategy human resource management (SHRM). It is shown in the existing research that exploring the application of social network (SN) in human resource practices will be helpful to reveal the composition of human resource practices and the mechanism between human resource practices and organizational performance (OP). Using 615 valid questionnaires in a survey as a sample, with the use of hierarchical multivariate linear regression, this paper explores the impact of social network-building human resource practice (NHRP) on organizational performance, and the intermediary role of human resource flexibility (HRF) between NHRP and OP. The empirical results show that NHRP has positive effects on HRF and OP while HRF partially plays an intermediary role between them. The research conclusion has important enlightenment to the application of social capital theory in HRP. 