转型时期中国内陆国有企业的人力资源管理：影响因素、措施与企业绩效
HRM of SOEs in Inland Regions of Transitional China: the Impetus, Practices, and Firm Performance
摘 要
关键词：国有企业、人力资源管理、政府干预、市场竞争
本文建立了一个完整的概念模型解释了政府干预和市场竞争是如何影响内陆地区国有企业的人力资源管理以及人力资源管理措施与企业绩效之间的关系。所提的十项假设中有七项获得了实证的支持。分析结果显示减少政府干预、增加市场压力共同改善了企业的人力资源管理，而大部分的人力资源管理措施与政策同样改善了企业绩效。因此，在我国人力资源管理领域，减少政府干预强化市场竞争是互相补充而非排斥的。同时，我们的实证研究还表明在我国人力资源管理领域管理理论的国际化得到了一定程度的支持；企业管理人员是否拥有招聘解聘员工的权力对改善绩效影响最大；强化市场竞争也许是减少国有企业冗员最有效的措施。
Keywords： SOEs, HRM, Government Interference, Market Competition
ABSTRACT：This research examines an integrated theoretical model that explains how decreasing government interference and market competition affect HRM and, together, the relationship between HRM and firm performance among 313 SOEs in the inland regions of China. Seven out of ten hypotheses received support; with results showing that reducing government interference and increasing market competition improve HRM together. Furthermore, almost all of the HRM practices and policies enhance firm performance. We conclude that reducing government interference and increasing market competition should not be regarded as competition with each other but as complementary in the HRM field of China. The generalizability of management theories in HRM field is supported to some extent in Chinese context. Giving SOEs greater autonomy particularly the power to hire and fire employees from the state will improve firm performance efficiently. And market competition is maybe the most effec无忧论文 【http://www.uklunwen.com】tive measures to reduce redundant employees. |
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