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本文对近年来人力资源管理与绩效关系的调节变量研究进行归纳和总结后发现,随着多层范式的广泛应用,两者间关系的调节变量已经不再局限于组织层面,许多研究开始关注组织外宏观层面的调节因素和组织内员工个体层面的调节因素,而三个层面的交互调节效应也成为学者们研究的焦点。因此,本文基于上述文献提出了人力资源管理与绩效关系调节变量研究的系统性框架,并展望了未来该领域的研究趋势。
This paper summarizes the research on the regulatory variables of the relationship between human resource management and performance in recent years and finds that with the extensive application of the multi-level paradigm, the regulatory variables of the relationship between the two are no longer confined to the organizational level, and many researches have begun to pay attention to the organization External macro-level adjustment factors and organizational staff individual level adjustment factors, and the three levels of interaction adjustment effect has also become the focus of scholars. Therefore, based on the above literature, this paper proposes a systematic framework for the study of the regulatory variables in the relationship between human resource management and performance, and looks forward to the future research trends in this field.