Research on the Impact of HRM Strength on the Innovation Performance of Knowledge Employees in Technology Enterprises
Ling Miao1,Yu Xuan2,Zhang Yunzi3
(1.Business School,Sichuan University,Chengdu 610065, China;2. School of Management, Chongqing Technology and Business University,Chongqing 400067,China;3.Business School,University of Dublin,Dublin D04V1W8,Ireland.)
凌淼,余璇,张芸子. 人力资源管理强度对科技企业知识型员工创新绩效的影响[J]. 科技进步与对策, 2021, 38(8): 153-160.
Ling Miao,Yu Xuan,Zhang Yunzi. Research on the Impact of HRM Strength on the Innovation Performance of Knowledge Employees in Technology Enterprises. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2021, 38(8): 153-160.
[1] CHARAN R. It's time to split HR [J]. Harvard Business Review, 2014, 92(7-8):34-34.[2] BOWEN D E,OSTROFF C. Understanding HRM-firm performance linkages:the role of the strength of the HRM system[J]. Academy of Management Review,2004,29(2):203-221.[3] FRENKEL S J, LI M, RESTUBOG S L D. Management, organizational justice and emotional exhaustion among Chinese migrant workers: evidence from two manufacturing firms[J]. British Journal of Industrial Relations, 2012, 50(1):121-147.[4] 陈岩,綦振法,唐贵瑶.人力资源管理强度与工作绩效关系的实证研究[J].华东经济管理,2015,29(12):151-157.[5] ALFES K, SHANTZ A, TRUSS C. The link between perceived HRM practices, performance, and well-being: the moderating effect of trust in the employer[J]. Human Resource Management Journal, 2012, 22(4):409-427.[6] MELIAN-GONZALEZ S. An extended model of the interaction between work-related attitudes and job performance[J]. International Journal of Productivity and Performance Management, 2016,65(1):42-57. [7] 张建清.人力资源管理强度对工作绩效的影响[J].科技经济导刊,2019,27(19):197+196.[8] 孙倩. 人力资源管理强度对员工工作绩效的影响研究:心理契约的中介作用[D]. 济南:山东财经大学, 2018.[9] 孙雅磊. 人力资源管理强度与员工工作绩效[D].沈阳:东北大学,2015.[10] 严瑞丽,朱兵.变革型领导风格对知识型员工的适应性分析[J].科技进步与对策,2011,28(15):150-153.[11] ASHFORD S J, TSUI A S. Self-regulation for managerial effectiveness: the role of active feedback seeking[J]. Academy of Management Journal, 1991, 34(2):251-280. [12] 李敏,刘继红,STEPHEN J FRENKEL.人力资源管理强度对员工工作态度的影响研究[J].科技管理研究,2011,31(19):147-150, 161.[13] 朱秀锦.人力资源管理强度对企业绩效的影响分析[J].商场现代化,2017(13):134-135.[14] THIBAUT J W, WALKER L. Procedural justice: a psychological analysis[M]. L. Erlbaum Associates, 1975.[15] 畅倩红.人力资源管理强度研究述评与展望[J].中国集体经济,2018(27):108-109.[16] 李恩平,李娇. 高科技企业科技人才股权激励的主要形式及特征分析[J]. 经济体制改革, 2016(2):118-124.[17] 程明, 王杨. 关于实行企业职务管理,技术“双梯制”的探讨[J]. 科技进步与对策, 2005,23(7):146-148.[18] 王伟强. 高新技术企业知识员工激励机制研究[D].咸阳:西北农林科技大学,2008. [19] ASHFORD S J, CUMMINGS L L. Feedback as an individual resource personal strategies for certain information[J]. Organization Behavior and Human Performance, 1983, 32:370-389.[20] ASHFORD S J. Feedback-seeking in individual adaptation: a resource perspective[J]. Academy of Management Journal, 1986, 29(3):465-487.[21] 王玉峰,李丹.谦卑型领导对知识型员工职业成长的影响研究——反馈寻求行为的中介作用[J].广西社会科学,2018(5):87-93.[22] 张辉. 知识型员工反馈寻求行为对创新绩效的影响研究[D].深圳:深圳大学,2017.[23] 谢俊,储小平,汪林.效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响[J].南开管理评论,2012,15(2):31-38, 58.[24] 张燕红,廖建桥.组织中的反馈寻求行为研究述评与展望[J].外国经济与管理,2014,36(4):47-56.[25] 维纳. 控制论:或关于在动物和机器中控制和通信的科学[M]. 北京:北京大学出版社, 2007.[26] 樊耘,陈倩倩,吕霄.LMX对员工反馈寻求行为的影响机制研究——基于分配公平和权力感知的视角[J].科学学与科学技术管理,2015,36(10):158-168.[27] COLQUITT J A. On the dimensionality of organizational justice: a construct validation of a measure[J]. Journal of Applied Psychology, 2001,86: 386-400.[28] COLQUITT J A, SCOTT B A, RODELL J B, et al. Justice at the millennium, a decade later: a meta-analytic test of social exchange and affect- based perspectives[J]. Journal of Applied Psychology, 2013,98(2):199-236.[29] 黄昱方,刘永恒. 高绩效工作系统对员工组织认同的影响——程序公平的中介作用及主管支持的调节作用[J]. 华东经济管理,2016,30(4):117-123.[30] 张正堂, 赵曙明. 欠发达地区企业知识员工异地离职动因的实证研究:以苏北地区为例[J]. 管理世界, 2007(8):95-103.[31] ANSEEL F, BEATTY A S, SHEN W, et al. How are we doing after 30 years? a meta-analytic review of the antecedents and outcomes of feedback-seeking behavior[J]. Journal of Management, 2015, 41(1):318-348.[32] DELMOTTE J, DE WINNE S, SELS L. Toward an assessment of perceived HRM system strength: scale development and validation[J]. The International Journal of Human Resource Management, 2012, 23(7):1481-1506.[33] VANDEWALLE D, GANESAN S, CHALLAGALLA G N, et al. An integrated model of feedback-seeking behavior: disposition, context, and cognition[J]. Journal of Applied Psychology, 2000, 85(6):996-1003.[34] 韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报,2007(5):62-77.[35] 温忠麟, 侯杰泰, 张雷.调节效应与中介效应的比较与应用[J].心理学报, 2005, 37(2):268-274.[36] BARON R M, KENNY D A. The moderator-mediator variable distinction in social psychological research: conceptual, strategic and statistical considerations[J]. Journal of Personality and Social Psychology, 1986, 51(6):1173-1182.[37] 温忠麟,叶宝娟. 中介效应分析:方法和模型发展[J]. 心理科学进展, 2014, 22(5):731-745.[38] COHEN J, COHEN P, WEST S G, et al. Applied multiple regression/correlation analysis for the behavioral sciences[M]. Routledge, 2013.