战略人力资源管理、组织创新氛围与研发人员创新

科研管理 ›› 2014, Vol. 35 ›› Issue (8): 34-43.

战略人力资源管理、组织创新氛围与研发人员创新

孙锐^1,2

1. 中国人事科学研究院北京 100101;
2. 山东财经大学, 山东济南 250014

收稿日期:2013-03-29 修回日期:2013-12-27 出版日期:2014-08-25 发布日期:2014-08-21
作者简介:孙锐（1975-），山东济南人，男，博士，中国人事科学研究院人才队伍建设研究室副主任，副研究员，硕士生导师，研究方向为人力资源管理。
基金资助:
国家自然科学基金项目（771172109，71032003）；教育部人文社科研究项目（10YJC630217）。

An empirical study on strategic human resource management, organizational climate for innovation and R&D personnel innovation

Sun Rui^1,2

1. Chinese Academy of Personnel Science, Beijing 100101, China;
2. Shandong Economic University, Jinan 250014, Shandong, China

Received:2013-03-29 Revised:2013-12-27 Online:2014-08-25 Published:2014-08-21

摘要/Abstract

摘要： 本文以问卷调查方法对战略人力资源管理、组织创新氛围与研发人员创新间的作用关系进行了实证研究。研究表明在中国组织背景下，注重绩效、合理授权、广泛培训、推动职业发展、决策参与和提供支持性薪酬福利等战略人力资源管理实践会通过作用于组织创新氛围来推动研发人员创新，也即：上述作用是以组织创新氛围为中介发生的。本文对于如何发挥组织人力资源管理实要素的协同作用，营造积极的组织创新气氛，推动科技人才创新具有一定指导意义。

关键词: 人力资源管理, 组织创新氛围, 研发人员

Abstract: This paper makes an empirical study of the relationship among strategic human resources management, organizational innovation climate and R&D personnel by means of a questionnaire. The study shows that in the Chinese organizational climate, focusing on performance, granting reasonable authority, conducting extensive training, promoting career development, participating in decision making and providing supporting wages and benefits, and other strategic human resource management practices in the organization will promote innovation of the R&D personnel by acting on the organizational climate, namely the above effects occurs through the mediation of organizational innovation climate. This paper has a certain guiding significance on how to organize and give a full play of the synergies of the human resource management elements, create a positive atmosphere and promote innovation of the technology professionals.

Key words: human resource management, organizational innovative climate, R&D personnel

中图分类号:

F270

孙锐. 战略人力资源管理、组织创新氛围与研发人员创新[J]. 科研管理, 2014, 35(8): 34-43.

Sun Rui. An empirical study on strategic human resource management, organizational climate for innovation and R&D personnel innovation[J]. Science Research Management, 2014, 35(8): 34-43.

参考文献

[1] Crossan,Mary M.;Apaydin,Marina.A multi-dimensional framework of organizational innovation:A systematic review of the literature.[J] Journal of Management Studies,2010,47(6):1154-1191. [2] 孙锐,张文勤.重大项目实践、组织学习机制与创新人才培养研究 [J].科学学与科学技术管理,2013 (3):136-144. [3] 孙锐.薪酬、授权、培训、职业发展与员工创新关系实证研究[J].科研管理,2010(2):57-64. [4] James,L.,James,L.,& Ashe,D..The meaning of organizations:The role of cognition and values.In B.Schneider (Ed.),Organizational climate and culture:[M].San Francisco:Jossey-Bass.1990:40-84. [5] 孙锐.变革环境下企业创新人才培养研究—组织学习的视角 [M].北京:经济科学出版社,2011(10). [6] Snell,S.A.、M.A.Youndt、P.M.Wright.Establishing a frameworkfor research in strategic human resource management:Merging resourcetheory and organizational learning.In J.Shaw,P.Kirkbride,and K.Rowland(Eds.),[J].Research in personnel and human resource management,..1996.43vol.14:61-90,Greenwich,CT :JAI Press. [7] Huselid,M A.The impact of human resource management practices on turnover,productivity,and corporate[J].Academy of Management Journal,1995(3):635-672. [8] Mónica Salazar-Acosta,Innovation systems' based indicators:Emphasis on human capital and ICTs adoption,Paper presented at the Blue Sky 2006 conference "What indicators for Science,Technology and Innovation Policies in the 21st century",[C].Statistics Canada,Ottawa,2006,Sep,25-27. [9] Gelade GA,Ivery M.The impact of human resource management and work climate on organizational performance [J].Personnel Psychology,2003,56(2):383-404. [10] Zhou,J.,Shalley C.Handbook of organizational creativity[M].Psychology Press,2008. [11] Amabile,T.M.,Conti,R.,Coon,H.,Lazenby,J.,& Herron,M..Assessing the work environment for creativity [J].Academy of Management Journal,1996 (39):1154-1184. [12] Baer,M.,& Frese,M..Innovation is not enough:climates for initiative and psychological safety,process innovations,and firm performance [J].Journal of Organizational Behavior,2003 (24):45-68. [13] 孙锐,中国企业组织创新气氛结构实证研究 [J].科研管理,2009(1):38-44. [14] James et al.,Building a climate for innovation through transformational leadership and culture [J].Journal of Leadership & Organizational Studies,2008,15(2):145-158. [15] Hawjeng Chiou,Creative climate and culture in organizations:From phenomenon observation to the development of measurement tool of COCI,paper presented at the second international symposium on child development,[R].,Hong Kong,June 27-28,2001. [16] 孙锐,王乃静,石金涛.中国背景下不同类型企业组织创新气氛差异的实证研究 [J].南开管理评论,2008(2):42-49. [17] Bih Shiaw Jaw and Weining Liu.Promoting organizational learning and self-renewal in Taiwanese companies:the role of HRM [J].Human Resource Management,2003,42(3):223-241. [18] Ostroff,C.& Bowen,D.E.Moving HR to a higher level:HR practices and organizational effectiveness.In K.J.Klein & S.W.J Kozlowski (Eds.),Multilevel theory research,and methods in organizations:Foundations,extensions and new directions.[M].San Francisco,CA:Jossey-Bass,Inc.2000 :221-266. [19] John T.Delaney,Mark A.Huselid.The impact of human resource management practices on perceptions of organizational performance [J].Academy of Management Journal,1996(4):949-969. [20] Gelade GA,Ivery M.The impact of human resource management and work climate on organizational performance [J].Personnel Psychology,2003,56(2):383-404. [21] Arne Stjernholm Madsen,John P.UlhØi,Technology innovation,human resources and dysfunctional integration International [J].Journal of Manpower2005,26(6):488-501. [22] 孙锐,石金涛,张体勤.中国背景下领导成员交换、团队成员交换,组织创新气氛与员工创新行为关系实证研究 [J].管理工程学报,2009(4):109-115. [23] Malcolm G.Patterson,Michael A.West,Validating the organizational climate measure:links to managerial practices,productivity and innovation,[J].Journal of Organizational Behavior,2005(26):379-408. [24] West,Giles H,Andreas R.Twelve steps to heaven:Successfully managing change through developing innovative teams [J].European Journal of Work and Organization Psychology,2004,13(2):269-299. [25] Amabile,T.,Barsade,S,Mueller,J.,Staw,B,Affect and creativity at work,[J].Administrative Science Quarterly,2005,50:367-403. [26] Thomas,K.W.,& Velthouse,B.A.Cognitive elements of empowerment [J].Academy of Management Review,1990,15:666-681. [27] Shipton,H.,West,M.A,Dawson,Organizational learning as a predictor of innovation.Paper presented at the 11th European Congress on Work and Organizational Psychology[C].Lisbon,Portugal.2003,May. [28] Arthur JB.Effects of human resource systems on manufacturing performance and turnover [J].Academy of Management Journal,1994,37:670-687. [29] 孙锐,王乃静.推动员工创新的人力资源管理实践作用模式研究 [J].华东经济管理,2009(10):122-125. [30] 孙锐,石金涛.围绕企业研发活动的创新人才培养与激励模式分析 [J].科学学研究.2008(1):162-168. [31] Thomas KW,Tymon WG.Empowerment inventory [M].Tuxedo,NY:Xicom,1993. [32] 黄家齐.人力资本投资系统、创新策略与组织绩效—多种契合观点的验证.[J].管理评论,2002,22(1):99-126. [33] Scott,Susanne G.,Bruce,Reginald A.Determinants of innovation behavior :a path model of individual innovation in the workplace [J].Academy of Management Journal,1994,37(3):580-607. [34] Baron,R.M.,and Kenny,D.A.,.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical consideration[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.