人力资源管理实践对创新绩效的作用机理研究——基于知识管理和组织学习视角的整合框架
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外国经济与管理 2008 年 第 30 卷第 08 期, 页码：53 - 59
摘要
参考文献
摘要
对于知识型组织而言,人力资源管理实践主要是通过创新来提升组织绩效的,但人力资源管理实践与创新绩效之间的关系仍然是一个"黑箱"。本文从知识管理和组织学习的视角对人力资源管理实践与创新绩效之间的作用关系进行了回顾与分析,并从人力资源管理实践对行为与能力两个维度的不同影响出发提出了一个整合框架。本文认为,人力资源管理实践通过行为导向影响知识共享和组织学习方式,通过能力导向影响组织学习能力,并最终对创新绩效产生作用。只有整合知识管理与组织学习两个视角,才能真正揭示人力资源管理实践对组织创新绩效的作用机理。
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[2]Bowen,David E,and Ostroff,Cheri.Understanding HMR-firmperformance linkages:The role of the“strength”of the HRMsys-tem[J].Academy of Management Review,2004,29(2):203-221.
[3]Delaney,J T,and Huselid,M A.The i mpact of human resource management practices on perceptions of organizational performance[J].Academy of Management Journal,1996,39:949-969.
[4]Lado,A A,and Wilson,M.Human resource systems and sustained competitive advantage:Acompetence-based perspective[J].A-cademy of Management Review,1994,19:699-727.
[5]Snell,S,Youndt,M,and Wright,P.Establishing a framework for researchin strategic human resource management:Merging re-source theory and organizational learning[J].Researchin Personnel and Human Resources Management,1996,14:61-90.
[6]Laursen,K,and Foss,N.Newhuman resource management practices,complementarities and thei mpact oninnovation performance[J].Cambridge Journal of Economics,2003,27:243-263.
[7]Helen Shipton,Michael A West,and Jeremy Dawson.HRMas a predictor of innovation[J].Human Resource Management Journal,2006,16(1):3-26.
[8]刘善仕,刘婷婷,刘向阳.人力资源管理系统、创新能力与组织绩效关系[J].科学学研究,2007,25(4):764-771.
[9]Yuan Li,Yongbin Zhao,and Yi Liu.The relationship between HRM,technology innovation and performance in China[J].Interna-tional Journal of Manpower,2006,27(7):679-695.
[10]Marianne Gloet,and Mil啨Terziovski.Exploring the relationship between knowledge management practices andinnovation perform-ance[J].Journal of Manufacturing Technology Management,2004,15(5):402-409.
[11]Jeremy Dawson,Helen Shipton,and Michael West.Managing people to promoteinnovation[J].Creativity and Innovation Manage-ment,2005,14(3):118-128.
[12]Chin-Yen Lin,and Tsung-Hsien Kuo.The mediate effect of learning and knowledge on organizational performance[J].IndustrialManagement&Data Systems,2007,107(7):1 066-1 083.
[13]Jan de Leede,and Jan Kees Looise.Innovation and HRM:Towards anintegratedframework[J].Creativity andInnovation Manage-ment,2005,14:108-117.
[14]Chris Carter,and Harry Scarbrough.Towards a second generation of KM?The people management challenge[J].Education&Training,2001,43(4/5):215-224.
[15]Scarbrough,H.Knowledge management,HRMand the innovation process[J].International Journal of Manpower,2003,24(5):501-516.
[16]Chen,Chung-Jen,and Jing-Wen Huang.Strategic human resource practices and innovation performance—The mediating role ofknowledge management capacity[J].Journal of Business Research,2008,61(1):11-21.
[17]Popper,M,and Lipshitz,R.Organizational learning:Mechanisms,culture,and feasibility[J].Management Learning,2000,31(2):181-196.
[18]Sung-Choon Kang,Morris,Shad S,and Snell,Scott A.Relational archetypes,organizational learning,and value creation:Exten-ding the human resource architecture[J].Academy of Management Review,2007,32(1):236-256.
[19]Vinding,Anker Lund.Absorptive capacity andinnovative performance:Ahuman capital approach[J].Economics of Innovation&New Technology,2006,15(4/5):507-517.
引用本文
何会涛, 彭纪生. 人力资源管理实践对创新绩效的作用机理研究——基于知识管理和组织学习视角的整合框架[J]. 外国经济与管理, 2008, 30(8): 53–59.
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