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论文编号：	13984
作者编号：	2120213351
上传时间：	2023/6/7 12:31:10
中文题目：	企业中高层人力资源管理者工作价值观结构及其对人力资源管理效能影响研究
英文题目：	A Research on the Structure of Work Values of Middle and Senior Level Human Resource Managers and its Influence on the Effectiveness of Human Resource Management
指导老师：	杨斌
中文关键字：	中高层人力资源管理者;工作价值观;HRM效能;人力资源管理角色
英文关键字：	Middle and Senior Level Human Resource Managers; Work Values; Human Resource Management Effectiveness; Human Resource Management Roles
中文摘要：	知识经济背景下改革的不断深入以及数字技术的创新发展，组织内外环境发生剧烈变化，企业竞争的焦点已转化为人力资源的竞争。现实中，高效的人力资源管理对于组织绩效有积极影响且已被实证检验，如何提升人力资源管理效能也逐渐成为管理领域的研究重点。但当前战略人力资源管理仍面临组织如何将个体层面的一般性人力资本整合为异质性、高绩效与协同性并举的组织战略性人力资源这一核心问题，而组织内个体的认知和反应等因素对此有重要影响。因此，本研究试图将研究重点放在微观视角的个体，挖掘个体特征中对行为产生直接影响的工作价值观与工作行为实践及人力资源管理效能的关系和作用机制。 工作价值观作为对行为产生直接影响的内在思想体系，影响工作绩效、工作倾向等。本研究试图以人力资源系统内部关键“人件”—中高层人力资源管理者为抓手，探究其工作价值观的结构以及对人力资源管理效能产生的作用，并引入人力资源管理角色作为中介变量，探讨影响人力资源管理效能的新路径。 本研究采用文献研究法、深度访谈法等方法，探讨中高层人力资源管理者工作价值观、人力资源管理角色和人力资源管理效能之间的关系。主要内容分为以下五个部分：一是对相关变量进行综述和概念界定。二是通过深度访谈法获取企业中高层人力资源管理者工作价值观的结构与具体条目，修订出针对该群体的工作价值观量表。三是通过问卷调查法检验两者之间作用机制。四是开展人力资源管理角色在两者之间的中介效应研究。五是研究结论及其管理启示。 研究发现，中高层人力资源管理者工作价值观共分为四个维度，分别是利他贡献、内在偏好、外在报酬和安适保障。实证表明利他贡献、内在偏好和外在报酬导向的工作价值观与人力资源管理效能正相关，战略伙伴角色和行政专家角色在这一关系中的中介作用显著。理论上，本研究丰富了工作价值观和人力资源管理效能领域的相关讨论，探索出中高层人力资源管理管理者的工作价值观结构，并较为创新性地探索出两者之间的作用机制。实践上，本研究对企业人力资源管理者的选拔培养及企业人力资源管理效能的提升具有现实意义。
英文摘要：	Under the background of the knowledge economy and the continuous deepening of reforms, there have been drastic changes in the internal and external environment of organizations. The focus of corporate competition has shifted from the competition for material resources to the competition for human resources. In reality, efficient human resource management has been proven to have a positive impact on organizational performance, and how to improve human resource management efficiency has gradually become a research focus in the management field. This study attempts to focus on individuals from a micro perspective and explore the relationship and mechanism of the impact of work values and work behavior practices on human resource management efficiency in individual characteristics. As an internal ideological system that directly influences behavior, work values affect work attitude, work performance, work tendencies, and more. This study attempts to explore the structure of work values among key "personnel" - middle and senior level human resource managers within the human resource system, and their impact on the effectiveness of human resource management. The study introduces the role of human resource management as a mediating variable to explore new pathways that influence the effectiveness of human resource management. This study adopts research methods such as literature review, in-depth interviews, and questionnaire surveys to explore the relationship between work values, human resource management roles, and the effectiveness of human resource management among middle and senior level human resource managers. The main content of the study is divided into five parts: firstly, a summary and conceptual definition of relevant variables; secondly, using in-depth interviews to obtain the structure and specific items of work values among mid-to-senior-level human resource managers in enterprises, and revise a work values scale tailored for this group; thirdly, further examining the impact of work values among middle and senior level human resource managers on the effectiveness of human resource management through a questionnaire survey; fourthly, studying the mediating effect of human resource management roles between the two; fifthly, presenting the results of the study and their implications for management practices in enterprises. The study found that the work values of middle and senior level human resource managers can be divided into four dimensions: altruistic contribution, intrinsic preference, external reward, and stable comfort and security. Empirical evidence shows that the work values oriented towards altruistic contribution, intrinsic preference, and external reward among middle and senior level human resource managers have a positive impact on the effectiveness of human resource management, and the mediating role of the strategic partner role and the administrative expert role in this relationship is significant. Theoretically, this study enriches the related discussions in the fields of work values and human resource management effectiveness, explores the work value structure of mid-to-senior-level human resource managers, and innovatively explores the mechanism between the two. In practice, this study has certain practical significance for the selection and training of enterprise human resource managers and the improvement of the effectiveness of human resource management.
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