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从战略HRM构型视角出发,运用层级回归分析,采用中国企业样本数据,对HRM内外部匹配及与企业绩效关系进行实证检验。结果表明:相较于单一HRM实践,HRM系统对企业绩效提升更显著,但不同HRM实践对企业绩效具有差异化作用;以最佳模式和理想模式实现内部匹配的HRM系统均可促进企业绩效提升,但前者更显著;以“理想型近似”实现外部匹配的HRM系统与企业绩效正相关,当与内部匹配交互时,促进效应更显著。据此提出重视HRM实践间及与企业战略等的协调与契合,在中国情景下尤其要发挥培训类、薪酬类HR实践的激励作用,与此同时进一步重视人力资源管理的差异化设计等对策与建议。
From the perspective of strategic HRM configuration, using the hierarchical regression analysis and the sample data of Chinese enterprises, this paper empirically tests the internal and external HRM matching and the performance of the enterprise. The results show that, compared with a single HRM practice, the performance of HRM system is more significant for business performance improvement, but different HRM practices have different effects on business performance; HRM system with internal matching can achieve the best model and ideal mode to promote enterprise performance improvement , But the former is more significant. The HRM system based on “ideal approximation ” to achieve external matching is positively correlated with enterprise performance. When interacting with internal matching, the promotion effect is more significant. Accordingly, it is proposed to pay attention to the coordination and cooperation between HRM practice and corporate strategy. In the Chinese scenario, it is necessary to give full play to the incentive role of training and remuneration HR practices, and at the same time pay more attention to the countermeasures such as differentiated design of human resource management Suggest.