战略人力资源管理“黑箱”机理研究溯源、现状述评与未来展望
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外国经济与管理 2013 年 第 35 卷第 07 期, 页码：43 - 53
摘要
参考文献
摘要
与传统人力资源管理(HRM)不同,战略人力资源管理(SHRM)关注组织层面绩效而非员工个体绩效,强调HRM活动的系统性作用而非单一HRM活动。本文对SHRM研究的核心问题——HRM与组织绩效之间"黑箱"机理问题研究的由来和现状进行了介绍,分析了现有研究存在的主要问题,并对未来研究方向进行了展望,旨在为后续研究提供导引。
关键词
[1]Allen M R and Wright P M.Strategic management and HRM[R].Working Paper,Center for Advanced Human Resource Studies,Cornell University,Ithaca,NY.,2006.
[2]Becker B E and Huselid M A.High performance work sys-tems and firm performance:A synthesis of research and ma-nagerial applications[J].Research in Personnel and Human Resources Management,1998,16:53-101.
[3]Becker B E and Huselid M A.Strategic human resource ma-nagement:Where do we go from here?[J].Journal of Ma-nagement,2006,32(6):898-925.
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[8]Gardner M T,et al.Beginning to unlock the black box in the HR firm performance relationship:The impact of HR prac-tices on employee attitudes and employee outcomes[R].Working Paper,Center for Advanced Human Resource Stud-ies,Cornell University,Ithaca,NY.,2001.
[9]Holland J H.Emergence:From chaos to order[M].Oxford:Oxford University Press,1998.
[10]Huselid M A.The impact of human resource management practices on turnover,productivity and corporate financial performance[J].Academy of Management Journal,1995,38(3):635-672.
[11]Lado A A and Wilson M C.Human resource systems and sustained competitive advantage:A competency-based per-spective[J].Academy of Management Review,1994,19(4):699-727.
[12]MacDuffie J P.Human resource bundles and manufacturing performance:Organizational logic and flexible[J].Industrial&Labor Relations Review,1995,48(2):197-221.
[13]Ostroff C and Bowen D E.Moving HR to a higher level:HR practices and organizational effectiveness[A].Klein K K(Ed.).Multilevel theory research,and methods in organiza-tions:Foundations,extensions and new directions[C].San Francisco,CA:Jossey-Bass,2000.
[14]Ployhart R E and Moliterno T P.Emergence of the human capital resource:A multilevel model[J].Academy of Ma-nagement Review,2011,36(1):127-150.
[15]Priem R and Butler J.Is the resource-based“view”a useful perspective for strategic management research?[J].Acade-my of Management Review,2001,26(1):22-41.
[16]Rogers E W and Wright P M.Measuring organizational per-formance in strategic human resource management:Prob-lems,prospects,and performance information markets[J].Human Resource Management Review,1998,8(3):311-331.
[17]Snell S A,Shadur M A and Wright P M.Human resources strategy:The era of our ways[R].Working Paper,Center for Advanced Human Resource Studies Cornell University,Ithaca,NY.,2000.
[18]Truss C and Gratton L.Strategic human resource manage-ment:A conceptual approach[J].International Journal of Human Resource Management,1994,5(3):663-686.
[19]Wright P M,McMahan G C and McWilliams A.Human re-sources and sustained competitive advantage:A resource-based perspective[J].International Journal of Human Re-source Management,1994,5(2):301-326.
[20]Wright P and Snell S.Toward a unifying framework for ex-ploring fit and flexibility in strategic human resource manage-ment[J].Academy of Management Review,1998,23(4):756-772.
[21]Wright P M,Dunford B B and Snell S A.Human resources and the resource-based view of the firm[J].Journal of Ma-nagement,2001,27(6):701-721.
[22]Wright P and Boswell W.Desegregating HRM:A review and synthesis of micro and macro human resource manage-ment research[J].Journal of Management,2002,28(3):247-276.
[23]Wright P M.Next generation SHRM research:From covaria-tion to causation[R].Working Paper,Center for Advanced Human Resource Studies Cornell University,Ithaca,NY,2003.
[24]Wright P M and McMahan C G.Exploring human capital:Putting human back into strategic human resource manage-ment[J].Human Resource Management Journal,2011,21(2):93-104.
[25]Wright P M and Nishii L H.Strategic HRM and organiza-tional behavior:Integrating multiple levels of analysis[A].Guest D,Paauwe J and Wright P(Eds.).Human resourcemanagement and performance:Progress and prospects[C].Oxford:Wiley-Blackwell,in press.
[26]Youndt M A,Snell S A,Dean J W and Lepak D P.Human resource management,manufacturing strategy,and firm per-formance[J].Academy of Management Journal,1996,39(4):836-866.
[27]张一弛,李书玲.高绩效人力资源管理与企业绩效:战略实施能力的中介作用[J].管理世界,2008,(4):107-114.
[2]Becker B E and Huselid M A.High performance work sys-tems and firm performance:A synthesis of research and ma-nagerial applications[J].Research in Personnel and Human Resources Management,1998,16:53-101.
[3]Becker B E and Huselid M A.Strategic human resource ma-nagement:Where do we go from here?[J].Journal of Ma-nagement,2006,32(6):898-925.
[4]Boxall P and Purcell J.Strategic human resource manage-ment:Where have we come from and where should we be go-ing?[J].International Journal of Management Reviews,2000,2(2):183-203.
[5]Delery J E and Doty D H.Modes of theorizing in strategic hu-man resource management:Tests of universalistic,contingen-cy and configurational performance predictions[J].Academy of Management Journal,1996,39(4):802-835.
[6]Devanna M A,Fombrum C and Tichy N.Human resource management:A strategic perspective[J].Organizational Dy-namics,1981,9(3):51-67.
[7]Dyer L and Reeves T.Human resource strategies and firm performance:What do we know and where do we need to go?[R].Paper Presented at the10th World Congress of the In-ternational Industrial Relations Association,Washington,DC.,1995.
[8]Gardner M T,et al.Beginning to unlock the black box in the HR firm performance relationship:The impact of HR prac-tices on employee attitudes and employee outcomes[R].Working Paper,Center for Advanced Human Resource Stud-ies,Cornell University,Ithaca,NY.,2001.
[9]Holland J H.Emergence:From chaos to order[M].Oxford:Oxford University Press,1998.
[10]Huselid M A.The impact of human resource management practices on turnover,productivity and corporate financial performance[J].Academy of Management Journal,1995,38(3):635-672.
[11]Lado A A and Wilson M C.Human resource systems and sustained competitive advantage:A competency-based per-spective[J].Academy of Management Review,1994,19(4):699-727.
[12]MacDuffie J P.Human resource bundles and manufacturing performance:Organizational logic and flexible[J].Industrial&Labor Relations Review,1995,48(2):197-221.
[13]Ostroff C and Bowen D E.Moving HR to a higher level:HR practices and organizational effectiveness[A].Klein K K(Ed.).Multilevel theory research,and methods in organiza-tions:Foundations,extensions and new directions[C].San Francisco,CA:Jossey-Bass,2000.
[14]Ployhart R E and Moliterno T P.Emergence of the human capital resource:A multilevel model[J].Academy of Ma-nagement Review,2011,36(1):127-150.
[15]Priem R and Butler J.Is the resource-based“view”a useful perspective for strategic management research?[J].Acade-my of Management Review,2001,26(1):22-41.
[16]Rogers E W and Wright P M.Measuring organizational per-formance in strategic human resource management:Prob-lems,prospects,and performance information markets[J].Human Resource Management Review,1998,8(3):311-331.
[17]Snell S A,Shadur M A and Wright P M.Human resources strategy:The era of our ways[R].Working Paper,Center for Advanced Human Resource Studies Cornell University,Ithaca,NY.,2000.
[18]Truss C and Gratton L.Strategic human resource manage-ment:A conceptual approach[J].International Journal of Human Resource Management,1994,5(3):663-686.
[19]Wright P M,McMahan G C and McWilliams A.Human re-sources and sustained competitive advantage:A resource-based perspective[J].International Journal of Human Re-source Management,1994,5(2):301-326.
[20]Wright P and Snell S.Toward a unifying framework for ex-ploring fit and flexibility in strategic human resource manage-ment[J].Academy of Management Review,1998,23(4):756-772.
[21]Wright P M,Dunford B B and Snell S A.Human resources and the resource-based view of the firm[J].Journal of Ma-nagement,2001,27(6):701-721.
[22]Wright P and Boswell W.Desegregating HRM:A review and synthesis of micro and macro human resource manage-ment research[J].Journal of Management,2002,28(3):247-276.
[23]Wright P M.Next generation SHRM research:From covaria-tion to causation[R].Working Paper,Center for Advanced Human Resource Studies Cornell University,Ithaca,NY,2003.
[24]Wright P M and McMahan C G.Exploring human capital:Putting human back into strategic human resource manage-ment[J].Human Resource Management Journal,2011,21(2):93-104.
[25]Wright P M and Nishii L H.Strategic HRM and organiza-tional behavior:Integrating multiple levels of analysis[A].Guest D,Paauwe J and Wright P(Eds.).Human resourcemanagement and performance:Progress and prospects[C].Oxford:Wiley-Blackwell,in press.
[26]Youndt M A,Snell S A,Dean J W and Lepak D P.Human resource management,manufacturing strategy,and firm per-formance[J].Academy of Management Journal,1996,39(4):836-866.
[27]张一弛,李书玲.高绩效人力资源管理与企业绩效:战略实施能力的中介作用[J].管理世界,2008,(4):107-114.
引用本文
寇跃, 贾志永. 战略人力资源管理“黑箱”机理研究溯源、现状述评与未来展望[J]. 外国经济与管理, 2013, 35(7): 43–53.
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