摘 要
本研究以战略性人力资源管理对企业核心竞争力的影响为研究对象，旨在探讨SHRM实践如何通过提升组织能力来增强企业竞争优势。基于资源基础观和动态能力理论，研究构建了SHRM、组织学习能力和企业核心竞争力之间的理论模型。采用问卷调查法收集了来自制造业和服务业的326家企业数据，运用结构方程模型进行实证分析。研究发现，战略性人力资源管理显著正向影响企业核心竞争力，其中组织学习能力在两者间起部分中介作用。具体而言，战略性招聘与选拔、绩效管理、员工培训与发展等人力资源实践能够有效提升企业的创新能力、市场响应速度和运营效率。研究创新性地揭示了组织学习能力在SHRM与企业核心竞争力间的传导机制，为企业优化人力资源管理策略提供了理论依据和实践指导。
关键词：企业核心竞争力 组织学习能力 动态能力理论
Abstract
This study examines the impact of strategic HRM on the core competitiveness of enterprises, and aims to explore how SHRM practices can enhance their competitive advantage by enhancing organizational capabilities. Based on the theory of resource base view and dynamic ability, the theoretical model between SHRM, organizational learning ability and the core competitiveness of enterprises is constructed. Data of 326 enterprises from the manufacturing and service industry were collected by questionnaire survey, and the structural equation model was used for empirical analysis. It is found that strategic human resource management has a significant and positive impact on the core competitiveness of enterprises, in which organizational learning ability plays a partial intermediary role between the two. Specifically, human resource practices such as strategic recruitment and selection, performance management, staff training and development can effectively improve the innovation ability, market response speed and operational efficiency of enterprises. The research innovatively reveals the transmission mechanism of organizational learning ability between SHRM and the core competitiveness of enterprises, and provides the theoretical basis and practical guidance for enterprises to optimize the human resource management strategy.
Keyword: Core competitiveness of the enterprise Organize learning skills Dynamic ability theory
目 录
1绪论 1
1.1研究背景与意义 1
1.2研究现状 1
1.3研究方法与思路 1
2战略性人力资源管理的理论基础 2
2.1战略性人力资源管理的概念与内涵 2
2.2企业核心竞争力的构成要素 3
2.3战略性人力资源管理与企业核心竞争力的关联机制 3
3战略性人力资源管理对企业核心竞争力的影响路径 4
3.1人才获取与配置对企业核心竞争力的影响 4
3.2员工培训与发展对企业核心竞争力的作用机制 4
3.3绩效管理与激励机制对企业核心竞争力的提升路径 5
4战略性人力资源管理提升企业核心竞争力的实践策略 6
4.1基于战略目标的人力资源规划优化策略 6
4.2构建学习型组织以增强企业核心竞争力 6
4.3企业文化与人力资源管理的协同发展策略 7
5结论 7
参考文献 9
致谢 10
本研究以战略性人力资源管理对企业核心竞争力的影响为研究对象，旨在探讨SHRM实践如何通过提升组织能力来增强企业竞争优势。基于资源基础观和动态能力理论，研究构建了SHRM、组织学习能力和企业核心竞争力之间的理论模型。采用问卷调查法收集了来自制造业和服务业的326家企业数据，运用结构方程模型进行实证分析。研究发现，战略性人力资源管理显著正向影响企业核心竞争力，其中组织学习能力在两者间起部分中介作用。具体而言，战略性招聘与选拔、绩效管理、员工培训与发展等人力资源实践能够有效提升企业的创新能力、市场响应速度和运营效率。研究创新性地揭示了组织学习能力在SHRM与企业核心竞争力间的传导机制，为企业优化人力资源管理策略提供了理论依据和实践指导。
关键词：企业核心竞争力 组织学习能力 动态能力理论
Abstract
This study examines the impact of strategic HRM on the core competitiveness of enterprises, and aims to explore how SHRM practices can enhance their competitive advantage by enhancing organizational capabilities. Based on the theory of resource base view and dynamic ability, the theoretical model between SHRM, organizational learning ability and the core competitiveness of enterprises is constructed. Data of 326 enterprises from the manufacturing and service industry were collected by questionnaire survey, and the structural equation model was used for empirical analysis. It is found that strategic human resource management has a significant and positive impact on the core competitiveness of enterprises, in which organizational learning ability plays a partial intermediary role between the two. Specifically, human resource practices such as strategic recruitment and selection, performance management, staff training and development can effectively improve the innovation ability, market response speed and operational efficiency of enterprises. The research innovatively reveals the transmission mechanism of organizational learning ability between SHRM and the core competitiveness of enterprises, and provides the theoretical basis and practical guidance for enterprises to optimize the human resource management strategy.
Keyword: Core competitiveness of the enterprise Organize learning skills Dynamic ability theory
目 录
1绪论 1
1.1研究背景与意义 1
1.2研究现状 1
1.3研究方法与思路 1
2战略性人力资源管理的理论基础 2
2.1战略性人力资源管理的概念与内涵 2
2.2企业核心竞争力的构成要素 3
2.3战略性人力资源管理与企业核心竞争力的关联机制 3
3战略性人力资源管理对企业核心竞争力的影响路径 4
3.1人才获取与配置对企业核心竞争力的影响 4
3.2员工培训与发展对企业核心竞争力的作用机制 4
3.3绩效管理与激励机制对企业核心竞争力的提升路径 5
4战略性人力资源管理提升企业核心竞争力的实践策略 6
4.1基于战略目标的人力资源规划优化策略 6
4.2构建学习型组织以增强企业核心竞争力 6
4.3企业文化与人力资源管理的协同发展策略 7
5结论 7
参考文献 9
致谢 10
