职业匹配与工作满意度关系之研究──人——组织匹配、人——工作匹配之文献回顾

职业匹配一直是组织行为学和心理学研究的重要内容。当员工的个性与所作的工作相匹配时才能表现较高的绩效,从而带来较高的工作满意度;并且员工的价值观与企业的价值观一致时,更容易表现积极的工作态度和行为。本研究回顾人——组织匹配、人——工作匹配的相关文献,并试图探讨其与工作满意度的关系。     

人与组织匹配在人力资源管理中的运用

近年来人与组织匹配模式在人力资源管理中越来越广泛地被采用,人与组织匹配除了强调员工综合技能与工作岗位匹配外,还注重员工的内在特征与组织文化相匹配。本文从招聘、新员工社会化、培训、职业生涯发展和员工保持等人力资源管理环节分析人与组织匹配模式的运用。     

组织和谐管理:基于人与环境匹配复合型视角

运用和谐管理理论和人与环境匹配研究的理论和方法,对组织和谐管理作出了概念定义和操作定义;评价了组织和谐管理的2个实践性操作模型;分析了组织和谐管理面临的理论挑战;基于人与环境匹配的员工-组织复合型视角全面审视了组织和谐管理研究,提出了理论假设,并在此基础上构建了组织和谐管理的实践性操作模型和量化实证研究的概念模型,为组织和谐管理的实践提供了可操作化的指导,为量化的实证研究提供了思路并奠定了理论基础,同时也在中国情境中对人与环境匹配理论进行了解析.     

人与环境匹配:一个基于员工-组织复合型视角的模型

人与环境匹配(P-E fit)的纷繁概念和理论导致匹配的评价颇为模糊,这也给理论研究和管理实践造成了困扰。整理述评了P-E fit的不同概念定义和操作定义,从员工视角和组织视角分析整理了P-E fit各种理论,提出了十个相关命题,构建了一个基于员工-组织复合型视角的P-E fit综合评价模型。此模型不仅可有效测量P-E fit,而且是一个可操作性强的人力资源管理实践模型。     

“人与组织匹配”的招聘选拔方法

招聘,是企业与员工直接接触的第一站,是人才“选、用、育、留”的起点,是员工进入企业的“过滤器”,也是员工从了解到认同企业的开始。企业招聘效果的好坏直接影响着后续员工的工作满意度、离职倾向和敬业度。如何提升招聘的效果、吸引更多的优秀人才,是企业人力资源管理部门面临的一大课题。笔者认为,企业应以“人与组织匹配”（P-O Fit）为基础开展招聘工作。     

关于人与环境匹配的结构-过程模型

人与环境匹配是组织管理的核心主题之一.讨论人与环境匹配的概念内涵.回顾并评价从A-S-A模型到三因素匹配的理论发展历程以及多维度匹配的相关研究,对各种测量方式的不同特质进行评价;通过从内涵视角和多维度视角对人与环境匹配的概念解释,讨论三因素匹配与多维度匹配之间的关系以及组织可操作的社会化和人力资源实践的影响,建构一个关于人与环境匹配的结构-过程模型,并将模型在两方面进行延伸,说明人与环境匹配三因素对多维度匹配的影响;讨论了建立模型的理论意义和实践意义以及贡献和局限性,并对未来研究提出建议.     

组织社会化与员工行为绩效——基于个人—组织匹配视角的纵向实证研究

作为人力资源管理实践的重要内容,组织社会化(organizational socialization)是促进员工适应组织并提升其行为绩效的关键因素,但是组织社会化对员工行为绩效影响过程的作用机制如何,目前国内外相关研究还没有形成一致结论。本研究采用纵向实证研究方法,以我国249名新进企业员工作为调查对象,通过历时一年的跟踪调查,就组织社会化、个人—组织匹配、员工绩效和组织公民行为之间关系的模型进行了探索与验证,考察了在不同时期组织社会化影响员工绩效及组织公民行为的内在作用机制。研究发现,随着时间的变化,组织社会化对员工绩效及组织公民行为的影响效应呈现有规律性变化。对于工作绩效,随着员工组织社会化进程的推进,组织社会化对员工绩效的影响从直接效应转变为完全中介效应;对于组织公民行为,随着员工组织社会化进程的推进,组织社会化对员工组织公民行为的影响从原来的部分中介效应转变为完全中介效应。     

员工与组织匹配对员工影响的研究综述

本文通过大量的文献回顾,根据个人-组织匹配方式的不同,从不同角度分析了个人-组织匹配对员工产生的各种影响;最后本文针对研究存在的问题与不足提出了思考,对未来个人—组织匹配研究领域的发展进行了展望。     

个人—环境匹配理论研究的进展与启示

个人与环境匹配,是人力资源管理研究不断推进的重要理论取向。笔者梳理和总结了个人—环境匹配理论的源起、概念内涵以及国内外研究进展,介绍了相应的测量工具及方法,提出了未来的研究方向及对管理工作的启示。     

个人与组织契合的内涵及研究展望

对个人与组织契合这一重要的管理问题进行研究。通过对国内外主要文献的研究,阐明了个人与组织契合的概念以及对概念中关键词语的认识,并从前因后果的角度阐述了个人与组织契合的基本原理。最后,基于文献研究和对企业实践的观察,从3个方面对个人与组织契合在中国的研究进行展望。     

企业员工文化匹配、组织承诺和工作绩效的关系研究

员工的工作绩效构成企业的组织绩效的微观基础,研究工作绩效与其他组织变量之间的关系,可为提高员工工作绩效提供新的思路和方法.在探讨个人-企业文化匹配与工作绩效关系的基础上,发现了组织承诺是文化匹配影响工作绩效的中介变量,构建了个人-企业文化匹配通过组织承诺影响工作绩效的关系模型,从文化匹配的角度提出了改进工作绩效的建议.     

个人-组织匹配、工作满意度与员工离职意向关系的实证研究

从个人-组织匹配的理论视角出发,用实证方法研究企业的个人-组织匹配与工作满意度之间的关系,以及它们对员工离职意向的影响.研究结果表明,个人-组织匹配对工作满意度起到显著正向影响;个人-组织匹配对员工离职意向起到显著负向影响;工作满意度对员工离职意向起到显著负向影响;工作满意度中的2个维度--工作压力满意度和管理因素满意度在个人-组织匹配对离职意向的影响中起中介作用.     

Fit,Flexibility and Performance in Manufacturing: Coping with Dynamic Environments

This research develops the notion of environmental fit and flexibility and illustrates the importance of such fit empirically using survey data from 101 manufacturing firms. Two dimensions of environmental dynamism are identified and the fit between them and different approaches to flexibility are assessed. Hierarchical regressions provide evidence that flexibility is a stronger predictor of performance in more dynamic environments. Specifically, presence of the unpredictability or the volatility aspects of environmental dynamism each warrant the use of different types of manufacturing flexibility strategies. Statistical results are interpreted with the caveat that while implemented capability must be used to study performance effects, this study uses perceived importance scales for flexibility.     

Digital orientation: Conceptualization and operationalization of a new strategic orientation

Although there is ample evidence that digital technologies are strategically important for value creation, extant literature lacks holistic concepts that capture an organization’s strategic orientation concerning digital innovation and transformation initiatives. This study integrates recent digitalization themes with IT business alignment research to conceptualize a new strategic orientation construct: digital orientation. The construct is manifested in four dimensions which we operationalize for computer-aided text analysis. We validate the construct based on 6498 shareholder letters from large US firms over 16 years. Building upon the resource-based view, we validate the digital orientation construct by linking it to firm performance. Our findings advance the literature on strategic orientations and bring the domains of strategy and information systems closer together. The novel digital orientation construct and the validated measurement instrument lead to many new research opportunities.     

Examining the Ability,Motivation and Opportunity (AMO) framework in HRM research: Conceptualization,measurement and interactions

Despite the increasing popularity of the Ability, Motivation, Opportunity (AMO) framework in the Human Resource Management (HRM) field, AMO research is at a crossroads in theoretical and empirical development. This is due to (a) a lack of clarity about the conceptualisation and measurement of AMO variables, (b) the construction of AMO articles that do not distinguish between AMO differences and AMO-enhancing HRM practices and fail to integrate them, (c) a lack of understanding about how AMO variables at the individual and organizational levels interact to generate individual and organizational performance, and (d) a lack of consideration of the process (mediators and moderators) through which AMO generates performance gains. Based on the analysis of 104 quantitative HRM articles published between 1997 and 2022, this study helps to draw clearer distinctions among AMO variables and levels of analysis. The review of the empirical literature shows that there is excessive heterogeneity with regard to the conceptualization and utilisation of AMO variables, which in turn leads to scale proliferation. We find that research on AMO-enhancing HRM practices and AMO differences is rarely combined and tends to be tested at a single level rather than more logical cross-level effects between AMO-enhancing HRM practices, AMO differences and performance. We also found that whereas Ability and Motivation differences mediate the relationship between AMO-enhancing HRM practices and performance, opportunity appears to be a boundary condition in the relationship between Ability and Motivation with performance outcomes. The paper concludes with relevant avenues for future AMO research suggested for the field of HRM.     

环境视角与战略适应

战略与环境的适应性是战略管理理论与实践面临的一个重要挑战.然而,由于环境视角不同,产生了不同的战略适应逻辑.客观的环境视角认为,战略与环境的适应性取决于决策者对客观的环境进行的准确的和理性的分析;感知的环境视角则主张主观感知的环境决定战略的适应性;而塑造的环境视角则强调战略决策者的选择和行动在改变环境中所起的积极作用.由于三种视角相互依赖,共同决定战略与环境的适应性,因此整合的环境视角是成功战略决策的关键.     

Shared Services Transformation: Conceptualization and Valuation from the Perspective of Real Options

In today's volatile global economy, where many organizations face severe pressure to downsize, the “shared services” model, in which a firm merges common functions performed by multiple units into a single service delivery organization, provides an innovative approach to make business more efficient and effective. To successfully implement shared services, firms need to strategically decide whether and how to pursue various service transformation alternatives such as simplification, standardization, consolidation, insourcing, or outsourcing. In this study, we develop the notion of real options into a unique theoretical lens for conceptualizing service organizations and their transformation in an uncertain business environment. Specifically, we view service organization as a set of strategic options that give the firm preferential access to future transformation opportunities. We create a taxonomy of these options, and introduce a decision methodology for valuing alternative shared services transformation approaches. We illustrate this methodology by applying it in a real business case to justify a global firm's decision regarding the transformation of its finance organization.