人力资源管理系统构型差异性、组织心理所有权与员工创造力

摘要

"人力资源管理系统能否促进创新"是目前的研究热点,但却未获一致研究结论.人力资源管理系统内部不同性质的人力资源实践能满足员工不同类型的需求及其综合效果,因此可能会催生不同的员工创造力.根据绩效导向和维持导向两维度,文章将人力资源管理系统分成四类:高绩效 高维持、低绩效 高维持、高绩效 低维持、低绩效 低维持.选取江苏、安徽企业中的362个员工样本,结果表明:与其它三种类型的人力资源管理系统相比,高绩效 高维持型人力资源管理系统员工的组织心理所有权最高,从而员工创造力最高.研究结果不仅进一步拓展了人力资源管理系统对员工创造力的影响研究,而且揭示了人力资源管理系统影响员工创造力的机制.%"Whether HRMS can generate innovation"is a hot issue,but there is no consistent conclusion.Different practice of a human resource management system will lead to different employee creativity.Using the two dimensions of performance-oriented and maintenance-oriented human resource practices,we conceptualize HRMS into four different types: high-performance and high-maintenance HRMS,high-maintenance and low-performance HRMS, high-performance and low-maintenance HRMS, low-perform-ance and low-maintenance HRMS.Based on a survey data of 362 employees from companies in Jiangsu and Anhui provinces, this study explores the effects of performance practices and maintenance practices on the employee creativity.The empirical research results show that high-performance and high-maintenance HRMS have the highest level of psychological ownership and employee creativity relative to the other three types of HRMS.The research contributes to developing the theory of whether and how HRMS have influence on the employee creativity.