战略人力资源管理和中小企业创新:学习性途径和非线性环境活力的连锁机制
Jiabao Wang1, Jiaxue Zhang1, Yi Zhao1
1School of Management, Shanghai University, Shanghai, China.
Frontiers in psychology
|June 25, 2025
概括
战略人力资源管理 (SHRM) 通过组织学习和弹性来促进中小企业的创新. 环境活力具有反向的U形效应,中等水平最能增强创新.
科学领域:
- 企业管理 企业管理
- 组织行为 组织行为
- 创新研究 研究 创新研究
背景情况:
- 组织创新对于在动态市场中获得竞争优势至关重要.
- 中小企业 (SMEs) 需要有效的战略来促进创新.
- 人力资源管理,学习,弹性和环境因素之间的相互作用是复杂的.
研究的目的:
- 调查组织学习和性的调解作用在SHRM和中小企业创新之间的关系.
- 探索环境动态对SHRM对创新的影响的非线性缓和效应.
- 提出和测试一个框架,整合内部机制和外部突发事件的创新.
主要方法:
- 在中国的256个以技术为重点的中小企业中,采用了三波调查设计.
- 层次回归分析和引导调解测试被用于数据分析.
- 该研究采用了基于动态能力理论的框架.
主要成果:
- SHRM显著促进了中小企业的组织创新.
- 组织学习和弹性顺序调解了SHRM-创新链接,创建了一个"学习-弹性"机制.
- 环境活力表现出显著的反转U形温和效应,在温和水平上放大创新,但在过度水平上减少创新.
结论:
- 低成本人力资源管理是中小企业创新的关键驱动力,由"学习-弹性"路径促进.
- 环境活力的调节作用凸显了创新战略的"动态变化"边界条件.
- 调查结果为中小企业经理提供了关于资源配置,能力发展和在波动性市场中的适应性反应的实际指导.
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