在文献回顾的基础上，研究提出了支持创新的HR实践、HR系统强度和创新氛围之间关系的假设模型，开发了HR强度的量表。并通过对陕西省116家企业的问卷调查验证了该模型。结果表明，HR系统强度包含三个维度，即显著性、一致性和一贯性，支持创新的HR实践对一贯性有正向影响，对一致性有负向影响，一贯性和一致性对显著性有正向影响，一贯性对一致性有正向影响，显著性对创新氛围有正向影响。总体上看，HR实践通过HR系统强度影响创新氛围的观点得到了实证支持。
Abstract
Based on the literature review, a hypothetical model involving the relationship among HR practices, HR system strength and innovation climate is put forward and the scale for the HR system strength is developed. Through a questionnaire investigation on 116 enterprises in Shaanxi Province, an empirical study on the model is conducted and the result shows that strength of HR system contains three dimensions (distinctiveness, consistent and consensus); the HR practices have positive effect on consensus and have negative effect on consistence; consensus and consistence have positive effect on distinctiveness; consensus has positive effect on consistence; and distinctiveness has positive effect on climate of innovation. Overall, the idea that HR practices influence climate of innovation through the HR system strength is empirically supported.
关键词
人力资源实践 /
人力资源系统强度 /
创新氛围 /
一致性 /
一贯性 /
显著性
Key words
HR practices /
HR system strength /
innovation climate /
consistent /
consensus /
distinctiveness
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基金
国家社会科学基金项目(10CGL018，2010.09-2012.12);陕西省社会科学基金项目(08E029， 2008.06-2011.06);西北工业大学人文社科与管理振兴基金项目(RW201114，2011.07-2013.06)。
