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The relationships between Human Resource Management practices and perceptions of organizational performance based on 1996--1997 National Organizations Survey (NOS) data.

机译：基于1996--1997年国家组织调查（NOS）数据的人力资源管理实践与组织绩效观念之间的关系。

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摘要

The purpose of this research was to enhance understanding of different Human Resource Management (HRM) aspects and the impact of HRM on organizational performance. This study evaluated the relationship between selected HRM practices and perceptual measures of organizational performance, and tested the effect of synergies among HRM practices on perceived performance. The data from the National Organizational Survey (NOS), 1996–1997 were utilized for the multiple regression analysis. Seven HRM practices: staffing, training, job enrichment, group incentive, grievance procedure, internal labor market and vertical hierarchy were structured from the data. The synergy of HRM practices was tested by the interactions of training and staffing as well as the interaction of job enrichment and staffing. The universalistic and configurational perspectives were utilized as conceptual framework for this study and the research hypotheses were formed from the two perspectives.; The results of this study provided relatively strong support for a universalistic perspective and some support for the configurational perspective. Job enrichment and vertical hierarchy had relatively strong universalistic relationships with perceived organizational performance, while staffing and training had strong universalistic relationships with perceived market performance. The interaction of job enrichment and staffing had a positive impact on perceived organizational performance, while the interaction of training and staffing had a positive impact on perceived market performance. The positive results of the impact of interactions on performance provided preliminary empirical evidence that the synergy of HRM influences performance, supporting the configurational perspective.; The results of this study have several important implications for performance improvement in organizations. Since staffing is a critical HRM practice, organizations should concentrate on perfecting staffing practices. Also, organizations should provide more training programs, job rotations, and cross-functional training opportunities to enhance employees' skills and abilities. The organization structure should be designed in line with the characteristics of the organization's strategy, product and market. While providing internal labor market for existing employees, organizations should consider hiring new employees with fresh ideas, new skills and new perspectives from outside of the company, the industry, or even the business domain.
机译：这项研究的目的是增进对不同人力资源管理（HRM）方面以及HRM对组织绩效的影响的理解。这项研究评估了选定的人力资源管理实践与组织绩效的感知指标之间的关系，并测试了人力资源管理实践之间的协同效应对感知绩效的影响。来自1996-1997年国家组织调查（NOS）的数据用于多元回归分析。从数据中构建了七个人力资源管理实践：人员配备，培训，工作丰富，团体激励，申诉程序，内部劳动力市场和垂直等级。人力资源管理实践的协同作用通过培训和人员配备的相互作用以及工作充实和人员配备的相互作用得到检验。普遍性和配置性观点被用作本研究的概念框架，并且从这两种观点形成了研究假设。这项研究的结果为普遍主义观点提供了相对有力的支持，为配置观点提供了一些支持。丰富的工作和垂直的等级制度与感知到的组织绩效具有相对较强的普遍性关系，而人员配备和培训则与感知的市场绩效具有较强的普遍性关系。丰富工作和人员配备的相互作用对组织绩效有积极影响，而培训和人员配备的相互作用对市场绩效有积极影响。相互作用对性能影响的积极结果提供了初步的经验证据，表明人力资源管理的协同作用会影响性能，从而支持配置观点。这项研究的结果对组织绩效的提高具有重要意义。由于人员配备是一项重要的人力资源管理实践，因此组织应集中精力完善人员配备实践。此外，组织应提供更多的培训计划，工作轮换和跨职能的培训机会，以提高员工的技能和能力。组织结构的设计应符合组织战略，产品和市场的特征。在为现有员工提供内部劳动力市场时，组织应考虑从公司，行业乃至业务领域之外聘请具有新想法，新技能和新观点的新员工。

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  • 作者

    Li, Yan.;

  • 作者单位

    The Pennsylvania State University.;

  • 授予单位 The Pennsylvania State University.;
  • 学科 Business Administration Management.; Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 2003
  • 页码 p.2561
  • 总页数 160
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;
  • 关键词

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