高承诺人力资源实践与科技企业绩效 ——有调节的中介模型

High Commitment Human Resource Practice and Technology Enterprise Performance: Regulated Mediation Model

摘要:

为探究提升科技企业绩效路径，采用文献综述和问卷调查法，以中国京津冀区域科技企业为例，对高承诺人力资源实践对科技企业绩效的影响进行研究，重点考察员工自愿离职的中介作用和企业所有制类型的调节效应。实证研究结果表明：高承诺人力资源实践对科技企业绩效具有显著的正向影响，并部分通过员工自愿离职的中介作用产生影响；私营企业的高承诺人力资源实践对员工自愿离职的负向作用比国有企业显著更强，进一步，企业所有制调节了自愿离职在高承诺人力资源实践与科技企业绩效之间所起的中介效应,即在私营企业中该中介效应更强。

Abstract:

In order to explore the way to improve the performance of science and technology enterprises, this paper uses literature review and questionnaire survey, taking the regional science and technology enterprises in Beijing, Tianjin and Hebei as an example, to study the influence of high commitment human resource practice on the performance of science and technology enterprises, and to focus on the intermediary role of separation of employees and the regulatory effects of enterprise ownership type. The results of empirical research show that high commitment human resource practice has a significant positive impact on the performance of technology enterprises, and partly through the intermediary role of voluntary employee turnover; the negative effect of high commitment human resource practice in private enterprises on employee voluntary separation is significantly stronger than that in state-owned enterprises, further, corporate ownership regulates the intermediary effect of voluntary separation between high commitment human resource practice and the performance of technology enterprises, that is, in private enterprises, the intermediary effect is stronger.