人力资源管理角色研究述评
5579 
418
外国经济与管理 2011 年 第 33 卷第 04 期, 页码：43 - 50
摘要
参考文献
摘要
本文基于战略人力资源管理理论发展脉络,从内容视角、过程视角与情境视角出发,系统评介了人力资源管理角色研究的主要成果,梳理了人力资源管理角色研究的内在逻辑关系,并在此基础上对未来研究方向进行了展望。
[1]Mark L Lengnick-Hall,Cynthia A Lengnick-Hall,Leticia S Andrade,and Brian Drake.Strategic human resource management:The evolution of the field[J].Human Resource Management Review,2009,19(2):64-85.
[2]Patrick M Wright.Introduction:Strategic human resource management research in the 21st century[J].Human Resource Ma-nagement Review,1998,8(3):187-191.
[3]高中华,李超平,吴春波.中国情境下人力资源管理角色的实证研究[R].第四届中国管理学年会“组织行为学与人力资源管理”分会场论文,2009.
[4]Anne S Tsui.Defining the activities and effectiveness of the human resource department:A multiple constituency approach[J].Human Resource Management,1987,26(1):35-69.
[5]Thomas A Kochan,and Lee Dyer.Managing transformational change:The role of human resource professionals[J].Interna-tional Journal of Human Resource Management,1993,4(3):569-590.
[6]Jay B Barney,and Patrick M Wright.On becoming a strategic partner:The role of human resources in gaining competitive ad-vantage[J].Human Resource Management,1998,37(1):31-46.
[7]Dave Ulrich.Delivering results:A new mandate for human resource professionals[M].Boston,MA:Harvard Business SchoolPress,1998:349.
[8]Dave Ulrich,and Dick Beatty.From partners to players:Extending the HR playing field[J].Human Resource Management,2001,40(4):293-307.
[9]Randall S Schuler.Repositioning the human resource function:Transformation or demise?[J].Academy of Management Exe-cutive,1990,4(3):49-60.
[10]Michael Beer.The transformation of the human resource function:Resolving the tension between a traditional administrativeand a new strategic role[J].Human Resource Management,1997,36(1):49-56.
[11]Richard W Beatty,and Craig Eric Schneier.New HR roles to impact organizational performance:From“partner”to“player”[J].Human Resource Management,1997,36(1):29-37.
[12]Priti Jain.A comparative analysis of strategic human resource management(SHRM)issues in an organizational context[J].Li-brary Review,2005,54(3):166-179.
[13]Lado,A A,and Wilson,M C.Human resource system and sustained competitive advantage:A competency based perspective[J].Academy of Management Review,1994,19(4):699-727.
[14]Eisenhardt,K M,and Martin,M.Dynamic capabilities:What are they?[J].Strategic Management Journal,2000,21(10/11):1 105-1 121.
[15]Friso Den Hertog,Ad Van Iterson,and Christian Mari.Does HRM really matter in bring about strategic change?Comparativeaction research in ten Europe steel firms[J].European Management Journal,2010,28(1):14-24.
[16]Wright,P M,and Boswell,W R.Desegregating HRM:A review and synthesis of micro and macro human resource manage-ment research[J].Journal of Management,2002,28(3):247-276.
[17]Irene Keng,Howe Chew,and Peifen Chong.Effects of strategic human resource management on strategic vision[J].Interna-tional Journal of Human Resource Management,1999,10(6):1 031-1 045.
[2]Patrick M Wright.Introduction:Strategic human resource management research in the 21st century[J].Human Resource Ma-nagement Review,1998,8(3):187-191.
[3]高中华,李超平,吴春波.中国情境下人力资源管理角色的实证研究[R].第四届中国管理学年会“组织行为学与人力资源管理”分会场论文,2009.
[4]Anne S Tsui.Defining the activities and effectiveness of the human resource department:A multiple constituency approach[J].Human Resource Management,1987,26(1):35-69.
[5]Thomas A Kochan,and Lee Dyer.Managing transformational change:The role of human resource professionals[J].Interna-tional Journal of Human Resource Management,1993,4(3):569-590.
[6]Jay B Barney,and Patrick M Wright.On becoming a strategic partner:The role of human resources in gaining competitive ad-vantage[J].Human Resource Management,1998,37(1):31-46.
[7]Dave Ulrich.Delivering results:A new mandate for human resource professionals[M].Boston,MA:Harvard Business SchoolPress,1998:349.
[8]Dave Ulrich,and Dick Beatty.From partners to players:Extending the HR playing field[J].Human Resource Management,2001,40(4):293-307.
[9]Randall S Schuler.Repositioning the human resource function:Transformation or demise?[J].Academy of Management Exe-cutive,1990,4(3):49-60.
[10]Michael Beer.The transformation of the human resource function:Resolving the tension between a traditional administrativeand a new strategic role[J].Human Resource Management,1997,36(1):49-56.
[11]Richard W Beatty,and Craig Eric Schneier.New HR roles to impact organizational performance:From“partner”to“player”[J].Human Resource Management,1997,36(1):29-37.
[12]Priti Jain.A comparative analysis of strategic human resource management(SHRM)issues in an organizational context[J].Li-brary Review,2005,54(3):166-179.
[13]Lado,A A,and Wilson,M C.Human resource system and sustained competitive advantage:A competency based perspective[J].Academy of Management Review,1994,19(4):699-727.
[14]Eisenhardt,K M,and Martin,M.Dynamic capabilities:What are they?[J].Strategic Management Journal,2000,21(10/11):1 105-1 121.
[15]Friso Den Hertog,Ad Van Iterson,and Christian Mari.Does HRM really matter in bring about strategic change?Comparativeaction research in ten Europe steel firms[J].European Management Journal,2010,28(1):14-24.
[16]Wright,P M,and Boswell,W R.Desegregating HRM:A review and synthesis of micro and macro human resource manage-ment research[J].Journal of Management,2002,28(3):247-276.
[17]Irene Keng,Howe Chew,and Peifen Chong.Effects of strategic human resource management on strategic vision[J].Interna-tional Journal of Human Resource Management,1999,10(6):1 031-1 045.
引用本文
李隽, 李新建, 王玉姣. 人力资源管理角色研究述评[J]. 外国经济与管理, 2011, 33(4): 43–50.
导出参考文献，格式为：
