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本文以员工创造力为中间变量,实证研究人力资源管理实践对管理创新、流程创新和产品创新的作用机理。研究结论发现,多样化的工作设计、丰富的团队工作等与内部激励相关的人力资源管理实践,对三类组织创新有显著促进作用,而且员工创造力部分中介了与内在激励相关的人力资源管理实践对三类组织创新的影响;以结果为导向的绩效考核和外在激励为主的薪酬实践对组织创新影响甚微。这表明,组织应该采取多样化的工作设计、丰富的团队工作、岗位轮换等人力资源管理实践来鼓励员工进行信息交流和互动,激发员工产生创意,这些创意的实现能促进组织在管理方式、技术流程方面的创新,也有利于组织开发新的产品或服务。
In this paper, employee creativity as an intermediate variable, the empirical study of human resource management practices on management innovation, process innovation and product innovation mechanism. The conclusion of the study shows that the diversified work design, rich teamwork, and other human resource management practices related to internal motivation have significantly promoted the innovation of the three types of organizations, and the employee creativity partially mediates human resource management related to intrinsic motivation The impact of practice on three types of organizational innovation; the results-oriented performance appraisal and external incentive-based pay practice have little effect on organizational innovation. This shows that the organization should adopt diverse work design, rich teamwork, job rotation and other human resources management practices to encourage staff to exchange information and interaction, to stimulate employee creativity, the realization of these ideas can promote the organization in management, technology Innovation in processes also helps organizations develop new products or services.