摘要
本文首次将战略柔性作为一种典型的动态能力运用到战略人力资源管理的研究领域中,探索了其在构建高层管理团队(TMT)社会网络的人力资源实践与企业绩效关系中所扮演的中介作用,并且基于我国经济转型这一现实背景,采用环境不确定性作为该中介环节的调节变量予以进一步阐释。我们对上述问题进行了实证检验,通过对北京、天津、上海、江苏和浙江等地区390家企业的780名高管进行问卷调查,最终获得241个有效样本,研究发现:(1)构建TMT社会网络的人力资源实践对企业绩效具有正向影响,并且战略柔性在其中发挥了完全中介的作用;(2)环境不确定性在构建TMT社会网络的人力资源实践与战略柔性的关系中具有调节作用,但在战略柔性与企业绩效的关系中不具有调节作用。本文的研究结论表明,考虑战略柔性和环境不确定性这两个重要因素可以更好地解释构建TMT社会网络的人力资源实践对企业绩效的影响机制,这为战略人力资源管理在动态环境中的发展和应用提供了重要启示。
With the globalization of economy and the rapid devel- opment of information technology, strategic flexibility has been regarded as a critical source of gaining firms＇ competitive advantage. Meanwhile, extant strategic human resource management （SHRM） literature has paid more attention to discussing rank-and- file SHRM systems rather than executive-focused SHRM systems. Network-building HR practices for top management team （TMT） as the in-depth study of executive-focused SHRM systems acquire great interest while there is little literature on how it affects firm perfor- mance. Therefore, based on the dynamic capability view, this study is the first to introduce strategic flexibility as an important dynamic capability into the field of strategic human resource management and explores its mediated role between network-building HR practices for TMT and firm performance. Then, based on the context of transition economy in China, we examine environmental uncertainty as a mod- erator in this relationship and empirically test the above questions. We have conducted questionnaire surveys on 780 top managers in 390 companies mainly located in Beijing, Tianjin, Shanghai, Jiangsu and Zhejiang etc. and finally received 241 valid samples. The results show that, （1） network-building HR practices have positive effects on firm performance and strategic flexibility plays a fully mediated role between them; （2） environmental uncertainty moderates the relation- ship between network-building HR practices for TMT and strategic flexibility, while it has no moderated effects in the relationship be- tween strategic flexibility and firm performance. These conclusions have important implications for the development and application of strategic human resource management in dynamic environment. The- oretically, we enrich the functions of network-building HR practices for TMT and provide the evidence to advocate the development of the innovative HR practices in China. Practically, network-building HR practices for TMT and strategic flexibility have been proposed to deal with the uncertainty and achieve high firm performance, which provides constructive guidance in the development of enterprises in the China＇s transitional economy.
出处
《南开管理评论》
CSSCI
北大核心
2013年第2期4-15,35,共13页
Nankai Business Review
基金
国家自然科学基金面上项目(71172063)
江苏省2011年度普通高校研究生科研创新计划项目(CXZZ11_0057)资助
