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Structural analysis between HR systems and HR outcomes to motivate employees based on Harvard Model

机译：人力资源系统与人力资源成果之间的结构分析，以塔瓦德模型为激励员工

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Rapid economic changes have recently been requesting human resource departments in Japanese firms to transform their roles and services. However, Paul et al. state that the focus of work on HRM is oriented towards HRM Policy Choices and short-term HR outcomes in Harvard Model. Therefore, Sato et al. insisted that we need to consider long-term consequences. The goal of this paper is to discover a causal relationship between HR Systems which is HRM Policy Choices and HRM outcomes including short-term HR outcomes and long-term consequences based on the Harvard model, in order to increase HRM outcomes including short-term HR outcomes and long-term consequences. We made the questionnaire survey and collected 516 answers. After that, we performed exploratory analysis (Multiple regression analysis) and confirmatory analysis (Covariance structure analysis). As a result, we confirmed that "Expectation in the Recruiting" plays an important role in increasing HR Outcomes.
机译：最近经济变化的快速改变一直要求在日本企业中要求人力资源部门改变其角色和服务。 但是，Paul等人。 州，人力资源管理焦点以哈佛模型为导向人力资源管理政策选择和短期人力资源成果。 因此，萨托等人。 坚持认为我们需要考虑长期后果。 本文的目标是发现人力资源系统之间的因果关系，即人力资源管理局政策选择和人力资源管理局成果，包括基于哈佛式模型的短期人力资源结果和长期后果，以增加包括短期人力资源的人力资源管理 结果和长期后果。 我们提出了调查问卷调查并收集了516个答案。 之后，我们进行了探索性分析（多元回归分析）和确认分析（协方差结构分析）。 因此，我们证实“招聘中的期望”在增加人力资源结果时发挥着重要作用。

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