论文部分内容阅读
基于战略管理的契合思想,根据AMO理论和社会情境理论提出战略人力资源管理内部契合的补充性模式和辅助性模式。通过对两种模式的整合分析发现,内部契合对组织绩效有多层影响,既有直接的组织层影响,也有间接的个体层影响,还包括跨层的影响;辅助性契合通过促进形成共享的价值观克服补充性契合造成的价值观冲突,因此两种契合模式对组织绩效有累加影响。在研究方法上,内部契合的分析层面应选择业务单元,补充性契合的分析方法是调节回归,辅助性契合的分析方法是验证性因子分析;补充性契合的参照群体应选择管理者,辅助性契合的参照群体应选择一线员工。
Based on the idea of coincidence of strategic management, according to AMO theory and social situation theory, the complementary mode and complementary mode of internal fit of strategic human resource management are proposed. Through the integration analysis of the two models, it is found that internal fit has multiple layers of impact on organizational performance, including direct organizational layer influence and indirect individual layer influence, as well as cross-layer influence. Assisted matching can promote the formation of shared Values overcome the conflict of values caused by complementary fit, so the two fit modes have a cumulative effect on organizational performance. In the research methods, the business unit should be selected for the analysis of the internal fit, the analysis method of the supplementary fit is to regress the regression, the analysis method of the auxiliary fit is the confirmatory factor analysis, and the reference group of the supplementary fit should be the manager, the auxiliary Corresponding reference groups should choose front-line staff.