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Matching human resources strategy to organizational strategy: The behavioral perspective re-visited.

机译：将人力资源战略与组织战略相匹配：重新审视了行为视角。

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摘要

Over the past several years there has been an increasing emphasis among researchers and practitioners to view human resources as an integral part of the strategic planning process. While intuitively it makes sense to match the human resource strategy of an organization to its competitive strategy, there are surprisingly few resources available to managers to aid them in this matching process. One of the few strategic human resource management theories to address this need is the Behavioral Perspective (Schuler & Jackson, 1987) of strategic human resource management.;The focus of this study is the fastest growing companies in Canada, for the years 1991-1993. From this population, questionnaires were sent to 176 of the fast-growth companies, of which 77 usable surveys were received, for a response rate of 43.75%.;A factor analysis was performed on the data, using a combination of the theoretical and statistical standards drawn from the original research of Schuler and Jackson. Once the factors were determined, a Pearson Product Correlation was run between the factors, to determine if there was a relationship between the Competitive Strategy, the Management Strategy, and the Human Resource Strategy.;The study demonstrates that a Competitive Strategy of Innovation has a corresponding Management and Human Resource Strategy. It also shows that a Cost Reduction Competitive Strategy has a corresponding Management and Human Resource Management Strategy. While there was support for a Competitive Strategy of Quality, and to a lesser extent, a Quality Management Strategy, there was limited support for a separate and distinct Human Resource Strategy for Quality. But in all cases, the level of significance was not sufficiently high to meet the 95 percent criteria.;Schuler and Jackson (1987) suggest the human resource practices of an organization must complement the competitive strategy of an organization if the organization is to successfully meet their strategic goals and objectives. Unfortunately, the Behavioral Perspective, while intuitively appealing, has been subjected to limited empirical analysis. Thus, the purpose of this study is to re-examine the original hypotheses of the Behavioral Perspective, and verify its predictive ability.
机译：在过去的几年中，研究人员和从业人员越来越重视将人力资源视为战略规划过程的组成部分。从直觉上讲，将组织的人力资源策略与其竞争策略相匹配是有意义的，但令人惊讶的是，几乎没有资源可用于管理人员来帮助他们进行此匹配过程。满足这一需求的少数战略人力资源管理理论之一是战略人力资源管理的行为视角（Schuler＆Jackson，1987）。该研究的重点是1991-1993年间加拿大发展最快的公司。从该人群中向176个快速增长的公司发送了调查表，其中接受了77项可用调查，回复率为43.75％.;结合了理论和统计的数据进行了因子分析标准取自舒勒和杰克逊的原始研究。一旦确定了因素，就可以在各个因素之间进行皮尔逊产品相关性分析，以确定竞争战略，管理战略和人力资源战略之间是否存在关系。研究表明，竞争创新战略具有相应的管理和人力资源战略。它还表明，降低成本的竞争策略具有相应的管理和人力资源管理策略。尽管支持竞争性质量战略，而在较小程度上支持质量管理战略，但对单独的，独特的质量人力资源战略的支持却有限。但是在所有情况下，重要性水平都不足以达到95％的标准。Schuler和Jackson（1987）建议，组织的人力资源实践必须补充组织的竞争策略，才能使组织成功地达到目标他们的战略目标。不幸的是，虽然行为视角在直观上很有吸引力，但受到了有限的经验分析。因此，本研究的目的是重新检验行为视角的原始假设，并验证其预测能力。

著录项

  • 作者

    Lee, Mark Allen.;

  • 作者单位

    Nova Southeastern University.;

  • 授予单位 Nova Southeastern University.;
  • 学科 Management.;Labor relations.
  • 学位 D.B.A.
  • 年度 1995
  • 页码 127 p.
  • 总页数 127
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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