本文關(guān)鍵詞： 戰(zhàn)略人力資源管理 知識(shí)型員工 績效　出處：《深圳大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：在我們所處的知識(shí)經(jīng)濟(jì)時(shí)代,企業(yè)的競爭實(shí)質(zhì)是知識(shí)創(chuàng)新能力的競爭,而知識(shí)創(chuàng)新的載體為企業(yè)的知識(shí)型員工,因此知識(shí)型員工成為了企業(yè)獲得競爭能力的重要資源。知識(shí)型員工的創(chuàng)新能力越強(qiáng),企業(yè)在市場競爭中取得優(yōu)勢地位的能力越明顯。因此,戰(zhàn)略人力資源管理是否可以提升知識(shí)型員工的績效,以及在戰(zhàn)略人力資源管理環(huán)境下,如何提升知識(shí)型員工的績效對于組織戰(zhàn)略的實(shí)現(xiàn)成為關(guān)鍵問題。對于該問題的研究,既有理論探索的意義,又有實(shí)際指導(dǎo)的意義。本文采用文獻(xiàn)閱讀法在全面搜集有關(guān)文獻(xiàn)資料的基礎(chǔ)上,經(jīng)過歸納整理、分析鑒別,對戰(zhàn)略性人力資源管理、知識(shí)型員工、企業(yè)績等專題的研究成果進(jìn)行回顧和評述;在收集研究資料方面采用問卷調(diào)查的方法;在數(shù)理分析方面,本文采用因子分析、回歸分析法等數(shù)理方法對戰(zhàn)略性人力資源管理對知識(shí)型員工的績效影響進(jìn)行實(shí)證分析。本文的研究思路如下:第一部分,本文介紹了本文選題的背景,研究的對象和研究的意義,接著介紹了本文的研究框架和研究方法;第二部分,首先,回顧了國內(nèi)外的研究現(xiàn)狀本文,接著介紹了戰(zhàn)略人力資源管理的內(nèi)涵和特征、戰(zhàn)略人力資源管理的模式、目標(biāo)和職能。再接著本文介紹了知識(shí)型員工的概念和以及其績效內(nèi)涵,并介紹了知識(shí)型員工的績效評價(jià)的測項(xiàng)。然后本文闡述了影響知識(shí)型員工的績效的因素,最后介紹了戰(zhàn)略人力資源管理對知識(shí)型員工績效影響的作用機(jī)制。第三部分,進(jìn)行戰(zhàn)略人力資源管理對知識(shí)型員工績效的影響進(jìn)行實(shí)證研究,本文先是提出了戰(zhàn)略人力資源管理與知識(shí)型員工具體績效關(guān)系的四個(gè)假設(shè),然后分析了5個(gè)控制變量的影響,通過調(diào)查問卷的信效度檢驗(yàn)后,接著繼續(xù)對戰(zhàn)略人力資源管理的7個(gè)方面與知識(shí)型員工的4個(gè)方面進(jìn)行多元線性回歸分析,回歸分析的結(jié)果驗(yàn)證了戰(zhàn)略人力資源管理與知識(shí)型員工的基本素質(zhì)、任務(wù)績效、關(guān)系績效和遞延績效之間存在正相關(guān)關(guān)系的4個(gè)假設(shè)。為了進(jìn)一步測量戰(zhàn)略人力資源管理總體水平對知識(shí)型員工總體績效帶來的影響,對戰(zhàn)略人力資源管理的測項(xiàng)和知識(shí)型員工績效的測項(xiàng)分別進(jìn)行因子分析,通過二者因子綜合得分來分別反映企業(yè)的戰(zhàn)略人力資源管理水平與知識(shí)型員工總的績效,最后,把二者的綜合得分進(jìn)行一元回歸分析,得出二者的相關(guān)系數(shù)。第四部分,根據(jù)前面的實(shí)證分析最后得出企業(yè)的戰(zhàn)略人力資源管理水平越高知識(shí)型員工的績效越高的結(jié)論。然后針對提高知識(shí)型員工的績效提出戰(zhàn)略人力資源管理的一些啟示。
[Abstract]:In the era of knowledge economy, the essence of enterprise competition is the competition of knowledge innovation ability, and the carrier of knowledge innovation is the knowledge worker of enterprise. Therefore, knowledge workers have become an important resource for enterprises to obtain competitive power. The stronger the innovation ability of knowledge workers, the more obvious is the ability of enterprises to obtain the superior position in the market competition. Whether strategic human resource management can improve the performance of knowledge workers, and in the strategic human resources management environment. How to improve the performance of knowledge workers for the implementation of organizational strategy has become a key issue. For the study of this issue, there is a theoretical significance of exploration. This article adopts the literature reading method in the comprehensive collection of relevant literature materials, through induction, analysis and identification, strategic human resources management, knowledge workers. Review and comment on the research results of such special topics as enterprise performance; The method of questionnaire survey is used to collect the research data; In terms of mathematical analysis, this paper uses factor analysis, regression analysis and other mathematical methods to empirically analyze the impact of strategic human resources management on the performance of knowledge workers. The research ideas of this paper are as follows: the first part. This paper introduces the background of this topic, the research object and the significance of the research, and then introduces the research framework and research methods. The second part, first, reviewed the domestic and foreign research status quo, and then introduced the connotation and characteristics of strategic human resources management, strategic human resources management model. Then this paper introduces the concept of knowledge workers and their performance connotation, and introduces the performance evaluation of knowledge workers. Then, this paper describes the factors that affect the performance of knowledge workers. Finally, the paper introduces the mechanism of the impact of strategic human resource management on the performance of knowledge workers. The third part, the impact of strategic human resources management on the performance of knowledge workers is studied empirically. This paper first puts forward four hypotheses of the relationship between strategic human resource management and the specific performance of knowledge workers, then analyzes the influence of five control variables, and then tests the reliability and validity of the questionnaire. Then we continue to carry out multiple linear regression analysis on seven aspects of strategic human resources management and four aspects of knowledge workers. The results of regression analysis verify the basic qualities of strategic human resources management and knowledge workers. There are four hypotheses of positive correlation among task performance, relationship performance and deferred performance. In order to further measure the impact of the overall level of strategic human resources management on the overall performance of knowledge workers. Factor analysis is carried out on the measurement items of strategic human resources management and the performance of knowledge workers. Through the comprehensive score of the two factors to reflect the level of strategic human resources management and the overall performance of knowledge workers, finally, the comprehensive score of the two factors for univariate regression analysis. The correlation coefficient of the two. 4th part. According to the previous empirical analysis, the conclusion is drawn that the higher the level of strategic human resource management is, the higher the performance of knowledge workers is. Then, some implications of strategic human resources management are put forward to improve the performance of knowledge workers. Show.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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