企业创新战略、人力资源管理与绩效关系探析
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外国经济与管理 2008 年 第 30 卷第 04 期, 页码：17 - 24
摘要
参考文献
摘要
在以全球化和动态复杂环境等为特征的时代背景下,实施创新战略已成为我国许多企业的共识。本文从创新的要素观与过程观视角出发,对企业创新战略、人力资源管理与绩效关系研究进行了详细回顾,对几个相关理论模型进行了剖析,对为数不多的有关三者间关系的实证研究进行了梳理,并就未来的研究方向提出了自己的看法与建议。
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[3]Vogus,T J,and Welbourne,T M.Structuring for high reliability:HR practices and mindful processes in reliability-seeking organiza-tions[J].Journal of Organizational Behavior,2003,24:877-903.
[4]Laursen,K,and Foss,N J.New human resource management practices,complementarities and the impact on innovation perform-ance[J].Cambridge Journal of Economics,2003,27(2):243-263.
[5]Kanter,R M.The change masters:Innovations for productivity in America corporations[M].New York:Simon and Schuster,1983.
[6]Guzzo,R A,and Shea,G P.Group performance and inter-group relations in organizations[A].in Dunnette,M D,and Hough,L H(Eds.).Handbook of industrial and organizational psychology[C].2nd Ed.Vol.3,Palo Alto,CA:Consulting Psychologists Press,1992:269-313.
[7]Axtell,C M,Holman,D J,Unsworth,K L,Walt,T D,Waterson,P E,and Harrington,E.Shop-floor innovation:Facilitatingthe suggestion and implementation of ideas[J].Journal of Occupational and Organizational Psychology,2000,73:265-285.
[8]Morris,M H,and Jones,F.Relationship among environment turbulence,human resource management and corporate entrepreneur-ship[J].Journal of Business and Entrepreneurship,1995,7:161-176.
[9]Hackman,J R,and Oldham,G R.Motivation through the design of work:Test of a theory[J].Organizational Behavior and HumanPerformance,1976,(16):250-279.
[10]Kanter,R M.Supporting innovation and venture development in established corporations[J].Journal of Business Venturing,1985,(Win.):47-60.
[11]Amabile,T M,Conti,R,Coon,H,Lazenby,J,and Herron,M.Assessing the work environment for creativity[J].Academy ofManagement Journal,1996,39(5):1 154-1 184.
[12]March,J G.Exploration and exploitation in organizational learning[J].Organization Science,1991,2(1):71-87.
[13]Kozlowski,S W J.Technological innovation and strategic HRM:Facing the challenge of change[J].Human Resource Planning,1987,10(2):69-79.
[14]Leede,J D,and Looise,J K.Innovation and HRM:Towards an integrated framework[J].Creativity and Innovation Management,2005,14(2):108-117.
[15]Shipton,H,West,M A,Dawson,J,Birdi,K,and Patterson,M.HRM as a predictor of innovation[J].Human Resource Man-agement Journal,2006,16(1):3-27.
[16]Michie,J,and Sheehan,M.HRM practices,R&D expenditure and innovative investment:Evidence for the UK’s 1990 workplaceindustrial relations survey[J].Industrial and Corporate Change,1999,8:211-234.
[17]Chung,C A.Human issues influencing the successful implementation of advanced manufacturing technology[J].Journal of Engi-neering and Technology Management,1996,13(3):283-299.
[18]Ichniowski,C,Shaw,K,and Prennushi,G.The effects of human resource management practices on productivity:A study of steelfinishing lines[J].American Economic Review,1997,87(3):291-313.
[19]Huselid,M A,and Becker,B E.The impact of high performance work systems,implementation effectiveness and alignment withstrategy on shareholder[R].Working Paper presented at the Annual Meeting of the Academy of Management,Boston,MA,1997.
[20]Laursen,K.The importance of sectoral differences in the application of complementary HRM practices for innovation performance[J].International Journal of the Economics of Business,2002,19(1):139-156.
引用本文
李乾文, 赵曙明. 企业创新战略、人力资源管理与绩效关系探析[J]. 外国经济与管理, 2008, 30(4): 17–24.
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