摘要
随着全球化竞争加剧和知识经济的兴起，人力资源管理在企业战略中的地位日益凸显。本研究旨在探讨人力资源管理系统与企业绩效之间的关联性，并揭示其作用机制。通过系统性文献回顾，发现现有研究对二者关系的动态性和情境依赖性关注不足。为此，本研究采用定量分析方法，基于300家中国制造业企业的问卷调查数据，构建了包含招聘、培训、薪酬激励等多维度的人力资源管理系统评价模型，并引入组织创新能力和员工满意度作为中介变量。研究结果表明，人力资源管理系统对企业绩效具有显著正向影响，且这种影响通过组织创新能力的中介效应得以强化。此外，员工满意度在这一过程中发挥了部分中介作用。本研究的创新点在于将人力资源管理系统的多维度特性与中介机制相结合，深入解析了其对企业绩效的作用路径。研究不仅丰富了人力资源管理领域的理论框架，还为企业优化人力资源管理实践提供了实证依据，强调了提升组织创新能力和员工满意度的重要性，从而为实现可持续竞争优势提供了新视角。
关键词：人力资源管理系统；企业绩效；组织创新能力；员工满意度；中介机制
Abstract
With the intensification of global competition and the rise of the knowledge economy, the strategic importance of human resource management (HRM) in enterprises has become increasingly prominent. This study aims to investigate the relationship between HRM systems and firm performance, as well as to uncover the underlying mechanisms. Through a systematic literature review, it was found that existing research pays insufficient attention to the dynamic nature and context-dependent characteristics of this relationship. To address this gap, this study employs a quantitative analysis approach, utilizing survey data from 300 Chinese manufacturing enterprises, to construct an evaluation model of HRM systems encompassing multiple dimensions such as recruitment, training, and compensation incentives. Additionally, organizational innovation capability and employee satisfaction are introduced as mediating variables. The results indicate that HRM systems have a significantly positive impact on firm performance, which is further strengthened through the mediating effect of organizational innovation capability. Moreover, employee satisfaction plays a partial mediating role in this process. The novelty of this study lies in its integration of the multi-dimensional nature of HRM systems with mediating mechanisms, providing a deeper understanding of the pathways through which HRM systems influence firm performance. This research not only enriches the theoretical fr amework of HRM but also offers empirical evidence for enterprises to optimize their HRM practices, emphasizing the importance of enhancing organizational innovation capability and employee satisfaction in achieving sustainable competitive advantages.
Keywords：Human Resource Management System; Enterprise Performance; Organizational Innovation Ability; Employee Satisfaction; Mediating Mechanism
目 录
摘要 I
Abstract II
一、绪论 1
(一) 人力资源管理系统与企业绩效的研究背景 1
(二) 研究意义与理论价值分析 1
(三) 国内外研究现状综述 1
(四) 研究方法与技术路线 2
二、人力资源管理系统的构成与作用机制 2
(一) 人力资源管理系统的概念界定 2
(二) 核心模块及其功能分析 3
(三) 系统对企业绩效的影响路径 3
三、企业绩效的衡量与影响因素分析 4
(一) 企业绩效的定义与测量方法 4
(二) 关键影响因素的识别与分类 4
(三) 人力资源管理系统在绩效提升中的角色 5
四、人力资源管理系统与企业绩效的关联性实证研究 6
(一) 研究假设与模型构建 6
(二) 数据收集与样本选择 6
(三) 实证结果分析与讨论 7
结 论 8
参考文献 9
