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论文编号：	8485
作者编号：	2120142524
上传时间：	2016/6/13 17:52:49
中文题目：	发展型人力资源管理实践对知识员工绩效影响研究——员工专业能力的中介作用
英文题目：	Research on the effects of Developmental Human Resource Management Practices on the performance of knowledge workers: the mediation effects of professional competence
指导老师：	李新建
中文关键字：	发展型人力资源管理实践；知识员工；员工专业能力；员工工作绩效
英文关键字：	Developmental Human Resources Management Practices; Knowledge workers; professional competence; Job performance
中文摘要：	知识经济时代，在环境动态化、竞争加剧化、需求多样化等背景下，组织的岗位技能和工作内容日趋多元、动态和不确定，知识型工作已然成为当代重要的工作方式，知识管理也被视为企业可持续发展的关键要素。在知识资本与人力资本等智力资本日益成为企业竞争优势来源的时代，企业资源的高效配置，价值增值，知识创造等都需要依赖知识员工实现，如何提升知识员工的生产力成为二十一世纪管理领域最重要的课题。在新的竞争形势下，泰勒制、福特制等生产模式采用的专业化分工导致的知识、技能单一和碎片化管理日渐衰退，员工专业能力多样化的需求应运而生，急需企业引入大量新的管理理念和管理方法来增强知识员工队伍的技能与能力开发。其中，发展型人力资源管理实践（Developmental Human Resource Management Practices）作为一种重要的人力资源管理实践方式，在知识员工能力开发和心理契约构建中，有着独特的作用，它的本质特征与核心目标是通过对员工的知识和技能投资，增强员工的柔性能力和应对不确定性的专业能力，进而提升员工工作绩效。 然而，人力资源管理实践的实施及效果，均具有双面性，一方面它是组织成本的重要组成部分，尤其是在知识员工技能和能力开发中，需要组织的大量人力、物力和财力投入；另一方面，鉴于知识员工能力培养对组织核心竞争优势获取的重要性，它是影响知识员工绩效和组织绩效的核心要素。因此，如何提高人力资源管理实践的有效性显然成为组织关注的重中之重。 本研究将人力资本理论、资源基础理论和社会交换理论作为理论依据，旨在探讨与知识员工开发管理较为密切的人力资源管理模式——发展型人力资源管理实践对知识员工工作绩效的影响机制，并将员工专业能力作为这一影响机制的中介变量。 本研究基于文献和理论回顾，根据“组织干预→个体能力提升→员工绩效行为”的“IPO”逻辑构建了研究框架，在此基础上提出理论假设，借鉴已有研究成果，设计了调查问卷；运用SPSS21.0、MPLUS6.0等统计分析软件对305份调查问卷进行了分析和对研究假设进行实证检验。实证结果表明：在发展型人力资源管理实践的三个维度中，培训机会和绩效评价能够显著影响知识员工工作绩效，但未显示职业开发维度对员工工作绩效的显著作用；员工专业能力作为中介变量，对培训机会和绩效管理对知识员工工作绩效影响关系中起明显的中介作用，但对职业生涯开发的中介作用不显著。 在对实证结果进行解释的基础上，本文还依据研究结论，对发展型人力资源管理实践对企业的管理启示提出了相关建议。
英文摘要：	In the knowledge economy era with abundant changes, innovation and uncertainty, knowledge work becomes an important way of working in the new period. Knowledge management becomes the key to the sustainable development of enterprises.As knowledge capital and human capital become the source of enterprise competitive advantage, the efficient allocation of business resources, value appreciation, knowledge creation and so on need to rely on knowledge workers.How to improve the productivity of knowledge work and knowledge workers turns to bethe most important topic in the management field in the 21st century.With the change of external environment, job skills and contentare increasingly diverse and dynamic. Taylorism,and Fordismwhich adopt the mode of division of labor don’tfit for the current environment which need staff skills diversification and professional competence.Under the new competition situation, enterprisesintroduce a large number of new management concept and management methods to enhance the knowledge staff's skill and ability, in which, the Developmental Human Resource Practices as an important Human Resource Practices has a unique effect in the process of building the knowledge employee ability development and psychological contract. It’s essential characteristic and the core goal is to strengthen staff's flexible ability, enhance the professional ability to respond to job change through investment in staff knowledge and skills and to improve employee's work performance. However, both the implementation of human resources practice and its effect have double sides. On one hand, it is an important part of the organization cost, especially in the process of developing the skills and the ability of knowledge staff. It needsa large amount of manpower and material resources and financial investment;On the other hand, in the view of theimportance of knowledge workers’ ability on the core competitive advantage for organizations, it is the core elements of knowledge employee performance and organizational performance.Therefore, how to improve the human resource practices for knowledge workers’ work performance obviously becomesan important issue. Via the relevant literature and theories, this study based on the logic that “organizational behavior intervention→individual ability→employee performance” to put forward the theoretical hypothesis and research framework. This study uses the questionnaire to collect datas and through SPSS21.0, MPLUS6.0 to verifythe research hypothesis.According to Human Capital Theory, Resource-based Theory and Social Exchange Theory, this research explores the influence mechanism of the developmental human resource practices to the work performance of knowledge workers.The empirical results shows that training opportunities and performance evaluation can significantly affect the work performance of knowledge workers and professional competence play the role of mediationin the relationship ahead. However, it shows that the career development can’t significantly influence the work performance of knowledge workers. On the basis of explaining the empirical results, this researchgives some suggestions for enterprise on developmental human resource practices.
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