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高绩效人力资源实践是现代人力资源管理领域的一个重要课题,服务型企业人力资源管理与服务绩效之间的关系是服务管理的研究焦点。本文对62家服务型企业人力资源经理和431份员工调查数据进行统计分析,结果显示,内部流动、结果导向评估和激励性薪酬对员工满意有显著正向影响,员工满意对角色内绩效有显著正向影响;人员甄选、广泛培训、内部流动对员工组织认同有显著正向影响,员工组织认同对角色内绩效和角色外绩效都有显著正向影响。本文进一步检验了员工组织关系在高绩效人力资源实践和角色内绩效与角色外绩效之间不同中介效应。本研究为服务型企业人力资源管理制度建设和员工管理提供了理论依据,为服务型企业人力资源管理实践提供参考。
High-performance human resources practice is an important issue in the field of modern human resources management. The relationship between human resource management and service performance in service-oriented enterprises is the focus of service management. In this paper, 62 service-oriented human resources managers and 431 employees survey data were statistically analyzed. The results show that internal mobility, result-oriented assessment and incentive compensation have a significant positive impact on employee satisfaction, and employee satisfaction has a significant effect on the performance within the role Positive influence, staff selection, extensive training, internal mobility have a significant positive impact on employee organization identity, and employee organization identity has a significant positive impact on internal role and non-role external performance. This article further examines the different intermediary effects of employee-organization relationships between high-performance HR practices and internal and external performance. This study provides a theoretical basis for the construction of human resources management system and employee management in service-oriented enterprises, and provides a reference for human resources management practice in service-oriented enterprises.