战略人力资源管理维度特征分析
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外国经济与管理 2006 年 第 28 卷第 09 期, 页码：45 - 51
摘要
参考文献
摘要
战略人力资源管理(SHRM)是近年来备受中外学者关注的重要研究领域,但一直没有形成比较完整的研究模型。本文以系统理论为基础,把SHRM分为内部系统和外部系统两个层面,并且揭示了SHRM的维度特征,最后分析了内外部系统对SHRM运作有效性的影响。
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[3]U lrich,D&Lake D.O rgan ization capab ility:creating competitive advantage[J].Academy ofManagem entExecutive,1991,5:77-92.
[4]W right,P&M cMahan,G C.Theoretical perspectives for strategic human resource managem ent[J].Journal ofManagem ent,1992,18:295-320.
[5]Schu ler,R S&Jackson S E.O rgan izational strategy&organ ization level as determ inants of human resource managem ent prac-tices[J].Human Resource P lann ing,1987,10:124-142.
[6]M cK in ley,W,Sanchez,C M,&Sch ick,A G.O rgan izational downsizing:constrain ing,clon ing,learn ing[J].Academy ofManagem ent Executive,1995,9:32-42.
[7]W right,P M,Dunford,B B&Snell,S A.Human resources and the resource-based view of the firm[J].Journal ofManage-m ent,2001,27:701-721.
[8]W right,P M,Snell,S A.Toward an integrative view of strategic human resource managem ent[J].Human Resource Manage-m ent Review,1991,2:203-225.
[9]Colbert,B A.The complex resource-based view:implications for theory and practice in strategic human resource managem ent[J].Academy ofManagem ent Review,2004,29:341-358.
[10]明茨伯格,H著;刘瑞红等译.战略历程:纵览战略管理学派[M].北京:机械工业出版社,2002:57-87.
[11]John E D&Doty D H.Modes of theorizing in strategic human resource managem ent:tests of un iversalistic,contingency,andconfigurational performance pred ictions[J].Academ ey ofmangem ent journal,1996,39:802-835.
[12]G ranovetterM.Labor mob ility internal markets and job-match ing:a comparison of the sociological and econom ic approaches[R].D epartm ent of Sociology,State Un iversity ofNew York at Stony B rook,1983:1-20.
[13]Hansen,M T et al.Know ledge sharing in organ izations:mu ltiple networks,mu ltiple phases[J].Academy ofManagem ent Jour-nal,2005,48:776-793.
[14]Bou ld ing,K E.General system s theory—the skeleton of science[J].Managem ent Science,1956,2:197-208.
[15]Arthur,J B.E ffects of human resource system s on manufacturing performance and turnover[J].Academy ofManagem ent Jour-nal,1994,37:670-687.
[16]Batt,R,Colvin,J S&Keefe,J.Employee voice,human resource practices,and qu it rates:evidence from the telecommun ica-tions industry[J].Industrial&Labor Relations Review,2002,55:573-594.
[17]Schneider,S C&Cyr,D J.Implications for learn ing:human resource managem ent in East-W est joint ventures[J].O rgan iza-tion Stud ies,1996,17:207-226.
[18]Martin G&Beaumont P.Transform ing mu ltinational enterprises:towards a process model of strategic human resource manage-m ent change[J].International Journal ofHuman Resource Managem ent,2001,12:1234-1250.
[19]Patrick,M W&ScottA S.Toward a un ifying fram ework for exploring fit and flexib ility in strategic human resource managem ent[J].Academy ofmanagem ent review,1998,23:756-772.
[20]R ichey,B&W ally,S.Strategic human resource strategies for transnationals in Europe[J].Human Resource Managem ent re-view,1998,8:79-97.
[21]Honad le,B W&Bosley,S C.Redefin ing local governm ent roles in pub lic services:a research-inform ed process model[J].Pub lic Managem ent(UK),2000,2:457-475.
引用本文
罗殿军, 付朝庆. 战略人力资源管理维度特征分析[J]. 外国经济与管理, 2006, 28(9): 45–51.
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