朱清时：高考弊端为何看着刺眼医治难.txt

竞争战略与 HRM 系统匹配性对企业持续竞争优势影响研究中图法分类号: 文章标识码: 文章编号: Abstract : Based on the contingency perspective in strategic human resource management , this paper summarizes hypotheses of business strategies. HRM systems and petitive advantage , and uses the data from annual fiscal reports of 263 Chinese panies to empirically test for the hypotheses. According to the results , we find that under cost leadership strategy , companies intend to implement external HRM system ; under differentiation strategy , they are more likely to implement internal HRM system. Moreover , companies that HRM system matches with business strategy do not have necessarily higher short-term performance. Meanwhile , companies that HRM system matches with business strategy always have higher long-term performance than those with unmatched HRM system. Key words : petitive advantage ; HRM system ; business strategy ; annual fiscal reports of panies ; RBV 资源基础论( resource-based view of the firms , RBV ) 认为具有 VRIO 特性( Value , Rare , Inimitable anized , VRIO )的资源和能力有助于企业获取较高绩效并保持竞争优势[1] 。而具备 VRIO 特性的人力资源( HR )及人力资源管理( HRM )因其因果模糊及路径依赖性成为学者研究焦点[2] 。 HRM 领域学者观点可分为 4 类: 1 )普适观认为存在最佳 HRM 实践有助于企业获取高收益,如高绩效工作系统[3] 、高参与工作系统[4] 。2 )权变观认为 HRM 系统应纵向匹配, 即 HRM 系统应与企业战略匹配[5] 。3 )形态观强调 HRM 系统纵向匹配的同时也应横向匹配, 即 HRM 系统组成也应相互契合[6] 。4) 情景观采用宏观视角认为 HRM 系统应根据企业所处国家文化氛围及社会情景进行调整[7] 。目前,普适观及权变观是我国研究主流观点,形态观处于起步阶段,而情景观仍处于探索阶段。上述研究厘清了 HRM 领域