發(fā)布時間：2018-01-15 00:19

  本文關(guān)鍵詞：產(chǎn)業(yè)轉(zhuǎn)型形勢下企業(yè)HRM角色轉(zhuǎn)變與組織有效性的關(guān)系研究　出處：《哈爾濱工業(yè)大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 戰(zhàn)略人力資源管理 人力資源管理角色轉(zhuǎn)變 組織有效性

【摘要】：面臨著日趨激烈的市場競爭和復(fù)雜多變的外部環(huán)境,企業(yè)生存和發(fā)展要求其必須創(chuàng)造出自身獨(dú)有的競爭優(yōu)勢,而人力資源作為一種難以被同行企業(yè)復(fù)制和模仿的資本,越來越受到企業(yè)的關(guān)注。企業(yè)可以通過對人力資本進(jìn)行科學(xué)有效的管理在促進(jìn)和推動企業(yè)不斷發(fā)展的同時也為企業(yè)創(chuàng)造了價值。隨著中國產(chǎn)業(yè)轉(zhuǎn)型程度的不斷加深,企業(yè)的經(jīng)營思想也在隨之發(fā)生變化,企業(yè)開始對優(yōu)質(zhì)人力資本的獲得和培育表現(xiàn)出高度的重視,在實(shí)踐中不斷注重人力資源管理的戰(zhàn)略性轉(zhuǎn)變,其原因就在于戰(zhàn)略人力資源管理更強(qiáng)調(diào)企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn),提升組織績效,進(jìn)而使企業(yè)能夠獲得長期而持續(xù)的競爭優(yōu)勢。本文主要在分析人力資源管理戰(zhàn)略性實(shí)施對于組織績效的影響的基礎(chǔ)上,從人力資源管理角色轉(zhuǎn)變的角度出發(fā),建立了產(chǎn)業(yè)轉(zhuǎn)型期我國企業(yè)人力資源管理角色轉(zhuǎn)變與組織有效性的回歸模型。模型的實(shí)證研究主要采用因子分析與多元回歸分析的方法,利用我國企業(yè)的相關(guān)數(shù)據(jù)進(jìn)行實(shí)證研究,分析了人力資源管理角色轉(zhuǎn)變對于組織有效性的影響。出于研究目的的考慮,將組織有效性劃分為組織內(nèi)部有效性和組織外部有效性兩個維度;基于以往文獻(xiàn)的支持,引入企業(yè)性質(zhì)、企業(yè)資產(chǎn)、企業(yè)人數(shù)、企業(yè)年齡的企業(yè)作為調(diào)節(jié)變量,進(jìn)一步探討企業(yè)性質(zhì)、企業(yè)資產(chǎn)、企業(yè)人數(shù)、企業(yè)年齡四個變量的調(diào)節(jié)作用。本文通過實(shí)證發(fā)現(xiàn),在中國情境下人力資源管理角色轉(zhuǎn)變與組織有效性之間存在著積極的促進(jìn)作用,同時在不同企業(yè)性質(zhì)、企業(yè)規(guī)模、企業(yè)年齡的企業(yè)中人力資源管理角色轉(zhuǎn)變對于組織內(nèi)外有效性的影響存在著差異。最后,根據(jù)實(shí)證研究的結(jié)果,在產(chǎn)業(yè)轉(zhuǎn)型的大背景和大環(huán)境下,為我國企業(yè)推進(jìn)人力資源管理向戰(zhàn)略人力資源管理角色轉(zhuǎn)變,提高組織有效性提出了一定的參考意見和建議。
[Abstract]:Facing the increasingly fierce market competition and the complex and changeable external environment, the survival and development of enterprises require them to create their own unique competitive advantage. Human resources, as a kind of capital which is difficult to be copied and imitated by peers. More and more enterprises pay more and more attention to it. Enterprises can promote and promote the continuous development of enterprises through the scientific and effective management of human capital. Along with the continuous increase of the degree of industrial transformation in china. Deep. The management thought of enterprises is also changing with it. Enterprises begin to attach great importance to the acquisition and cultivation of high-quality human capital and pay more attention to the strategic transformation of human resource management in practice. The reason is that strategic human resource management emphasizes the realization of enterprise strategic objectives and promotes organizational performance. In order to enable enterprises to obtain long-term and sustained competitive advantage, this paper mainly analyzes the impact of strategic implementation of human resources management on organizational performance, from the perspective of human resources management role change. This paper establishes a regression model of human resource management role change and organizational effectiveness in Chinese enterprises during the period of industrial transformation. The empirical study of the model mainly adopts the methods of factor analysis and multiple regression analysis. Based on the relevant data of Chinese enterprises, this paper analyzes the impact of the role change of human resource management on organizational effectiveness. The organizational effectiveness is divided into two dimensions: internal validity and external validity. Based on the support of previous literature, this paper introduces the enterprise nature, enterprise assets, enterprise number, enterprise age as a regulating variable to further explore the nature of the enterprise, enterprise assets, enterprise size. This paper finds that there is a positive promoting role between the role change of human resource management and organizational effectiveness in Chinese context, and at the same time, in different enterprise nature. There are differences in the impact of the role change of human resource management on the internal and external effectiveness of the enterprise. Finally, according to the results of empirical research, under the background and environment of industrial transformation. Some suggestions and suggestions are put forward for Chinese enterprises to promote the role of human resources management to strategic human resources management and to improve the effectiveness of the organization.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92

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本文編號：1425962