公共部门人力资源和谐管理研究
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摘要
公共部门正面临新的挑战。在环境的日益复杂、经济全球化、公众期望不断提高的背景下,公共部门需要合理配置和使用有限的资源。这一切都使得公共部门不得不引入新的管理理念和管理方法。在引入的众多管理理念和管理方法中,人力资源实践是公共部门的重要管理方式。本论文的研究试图通过对人力资源实践及其和谐影响因素的相关文献的研究与回顾,寻找中国背景下影响公共部门人力资源实践和谐的主要影响因素,建立理论框架,并提出假设。在此基础上通过实证分析来检测人力资源实践、和谐影响因素与不同层面绩效间的联系方式,从而提出合理的政策建议。
论文首先提出研究的现实背景和理论渊源,指出研究公共部门人力资源和谐管理的理论基础是人力资源相关理论和和谐管理相关理论。较多涉及公共部门人力资源和谐管理的研究主要有：战略性人力资源管理理论、和谐管理理论、工作满意理论、组织支持和组织承诺理论,本文都作了系统研究。
接着本文研究了公共部门人力资源实践及其和谐管理因素的作用方式、绩效测定。然后研究了与公共部门人力资源和谐管理密切相关的两个研究变量,即工作满意和组织承诺的相关理论。本文在分析和评价公共部门人力资源和谐管理的两种基本思路的基础上,提出了研究公共部门人力资源和谐管理的理论框架。首先建立了基本的理论模型,指出了人力资源实践、和谐影响因素和绩效的基本联系方式。接着引入了工作满意度、组织承诺等个体层面的研究变量,并在考察不同层面绩效的基础上建立了扩展的理论模型。在建立了扩展的理论模型后,提出了具体的假设。
本文设计了调查问卷,对江苏地区900名公共部门员工进行了调查。论文对数据的来源、初步整理作了介绍,并对问卷的信度和效度作了检测,还指出了各假设的具体检测方法和数学模型,并进行了描述性统计分析。在因子分析和相关分析后,调整了假设、概念模型和具体的数学模型。
最后,论文对实证研究结果进行了分析和和讨论。结果部分包括描述性统计结果、各主要变量的相关分析结果和假设检验结果。假设检验结果是通过层级回归分析对基于扩展的理论模型的假设检验结果。论文在对实证的总体结果的总结的基础上,给出了本研究的主要结论,并提出了五条建议。本研究认为：人力资源实践的主效应明显,组织承诺、离职意愿与组织绩效间的联系不明显,不同的和谐影响因素作用效果不同,领导方式影响了组织承诺,工作压力的调和作用明显。
本文有以下三个创新之处：
一是本文的选题是公共部门人力资源和谐管理。主要研究公共部门中涉及人力资源管理领域的和谐影响因素及其作用机制。涉及战略性人力资源管理理论与和谐管理理论在我国公共部门人力资源管理中的探索,属典型的交叉研究,是选题上的创新。
二是过相关的理论文献研究与回顾,探讨了我国公共部门的人力资源和谐管理实践的主要影响因素,设置了和谐影响因素变量,建立了基于组织层面的研究公共部门人力资源和谐管理的理论模型。同时,也考虑到个体层面的一些变量(如员工的工作满意度、组织承诺等)的作用,详细探讨了了公共部门人力资源实践与这些变量的联系,是研究内容上的一个创新。
三是在方法上,本文建立了层级回归分析模型,实证考察了人力资源实践、不同和谐影响因素与不同层面的绩效(如离职倾向、个人工作绩效和组织绩效)的联系。检测了在公共部门人力资源实践与绩效相联系时,不同的和谐影响因素会与人力资源实践产生交互作用。这是层级回归分析方法在公共部门人力资源管理研究中的一次综合应用,是方法上的创新。
Public sectors are confronted new challenges. In the context of complicated environment, economy globalization and more expectation, public sectors must set up and use resources more reasonable. So Public sectors have to introduce new management ideas and management methods. In these ideas and methods, human resource practice is one of the most important practices. Based on the review of relevant theories, the dissertation tries to explore the main factors of making human resource practices harmonious in Chinese Public sectors administration, sets up the theory frame and gives the hypotheses. Then by the empirical analyses, the dissertation examines the different manners when human resource practices and harmonious factors relate to different performances. At last, the dissertation gives some suggestions.
The dissertation introduces the realistic and academic background of the research, points out that the foundation theory of public human resource administration and harmonious management is human resource management and harmonious theory and that needs to satisfy persons who are correlated with of the interests, the improvement of the strategic resource position and quickening of the technological progress are the main reason that Public sectors pay attention to the human resource practices and the basis that harmonious factors can effect. The strategic human resource management theory, harmonious management theory, work satisfaction theory, organizational support theory and organizational commitment theory are mainly theories which relate to harmonious human resource management in public sectors. In this Chapter, the dissertation also introduces its research problems, research ideas, methods, mainly contents and potential innovations, there are also systematic researches in assay.
Furthermore, human resource practices and its relation with performances are reviewed. Then two mainly concept, work satisfaction and organizational commitment, which have close relation with harmonious human resource management in public sectors are also reviewed. All these are basis to put forward the theoretical framework and hypothesis.
This assay contains questioners; surveyed900staff working in public sectors in Jiang Su region, based on the analysis and evaluation of tow idea with "harmonious human resource management in public sectors", the dissertation put forward the theoretical framework witch research harmonious human resource management. The frame is put forward step by step. After putting forward the basic frame which research the basic relation of human resource management, hamonious factors and performances, the dissertation putting forward the expanding frame which include work satisfaction, organizational commitment and different performances. Based on the expanding frame, the dissertation introduces the hypothesis for the next empirical research. At last, mainly variables are defined.
In the end, assay discusses and analysis the results from real practice is the parts of empirical results and discussions, which is the core content of the paper. The part of empirical results includes depiction results, relative analysis results of mainly variables and hypothesis examining results. The hypothesis examining results are hierarchical regression analysis results. At last, the dissertation discusses the results, points out and explains the consistency and inconsistency, which relate to other relative research. Human resources practice owns obvious effects. The connections amongst Organizational commitment; quit willingness and Organizational performances are weak, vary of Harmonious elements results differently, management style influences Organizational commitment and work pressures largely.
This assay owns three main innovations:
(1) This assay majors public human resource harmonious management. Main direction towards the working element of human resources management within public administration research. It functions strategic human resources management theory and harmonious theory's exploration in public administration, a typical "cross research", an innovative way in assay choice.
(2) Through the relevant theory works, discussed the main element that influences public administration and harmonious practice, sets up harmonious variable and theoretical model of public human administration and harmonious based on organizational level. Meanwhile, fully considerable on how variable works in personal level (such as:staff satisfaction, Organizational commitment etc...), further discussed in details on connection of these variables, it results in an innovation in research contents.
(3) In term of methodology, sets up liner Dependent Variable model, through physical practices in human resources management, this article discovered results of vary of elements that works within different level (such as:quit willingness, person and organizational performance). Simulated the effects which show when the connection built up between public human resource management and performance indicators, different harmonious elements will cross work in practice. This is a comprehensive use of liner Dependent Variable model in public human resources management, an innovative breakthrough in methodology.
论文首先提出研究的现实背景和理论渊源,指出研究公共部门人力资源和谐管理的理论基础是人力资源相关理论和和谐管理相关理论。较多涉及公共部门人力资源和谐管理的研究主要有：战略性人力资源管理理论、和谐管理理论、工作满意理论、组织支持和组织承诺理论,本文都作了系统研究。
接着本文研究了公共部门人力资源实践及其和谐管理因素的作用方式、绩效测定。然后研究了与公共部门人力资源和谐管理密切相关的两个研究变量,即工作满意和组织承诺的相关理论。本文在分析和评价公共部门人力资源和谐管理的两种基本思路的基础上,提出了研究公共部门人力资源和谐管理的理论框架。首先建立了基本的理论模型,指出了人力资源实践、和谐影响因素和绩效的基本联系方式。接着引入了工作满意度、组织承诺等个体层面的研究变量,并在考察不同层面绩效的基础上建立了扩展的理论模型。在建立了扩展的理论模型后,提出了具体的假设。
本文设计了调查问卷,对江苏地区900名公共部门员工进行了调查。论文对数据的来源、初步整理作了介绍,并对问卷的信度和效度作了检测,还指出了各假设的具体检测方法和数学模型,并进行了描述性统计分析。在因子分析和相关分析后,调整了假设、概念模型和具体的数学模型。
最后,论文对实证研究结果进行了分析和和讨论。结果部分包括描述性统计结果、各主要变量的相关分析结果和假设检验结果。假设检验结果是通过层级回归分析对基于扩展的理论模型的假设检验结果。论文在对实证的总体结果的总结的基础上,给出了本研究的主要结论,并提出了五条建议。本研究认为：人力资源实践的主效应明显,组织承诺、离职意愿与组织绩效间的联系不明显,不同的和谐影响因素作用效果不同,领导方式影响了组织承诺,工作压力的调和作用明显。
本文有以下三个创新之处：
一是本文的选题是公共部门人力资源和谐管理。主要研究公共部门中涉及人力资源管理领域的和谐影响因素及其作用机制。涉及战略性人力资源管理理论与和谐管理理论在我国公共部门人力资源管理中的探索,属典型的交叉研究,是选题上的创新。
二是过相关的理论文献研究与回顾,探讨了我国公共部门的人力资源和谐管理实践的主要影响因素,设置了和谐影响因素变量,建立了基于组织层面的研究公共部门人力资源和谐管理的理论模型。同时,也考虑到个体层面的一些变量(如员工的工作满意度、组织承诺等)的作用,详细探讨了了公共部门人力资源实践与这些变量的联系,是研究内容上的一个创新。
三是在方法上,本文建立了层级回归分析模型,实证考察了人力资源实践、不同和谐影响因素与不同层面的绩效(如离职倾向、个人工作绩效和组织绩效)的联系。检测了在公共部门人力资源实践与绩效相联系时,不同的和谐影响因素会与人力资源实践产生交互作用。这是层级回归分析方法在公共部门人力资源管理研究中的一次综合应用,是方法上的创新。
Public sectors are confronted new challenges. In the context of complicated environment, economy globalization and more expectation, public sectors must set up and use resources more reasonable. So Public sectors have to introduce new management ideas and management methods. In these ideas and methods, human resource practice is one of the most important practices. Based on the review of relevant theories, the dissertation tries to explore the main factors of making human resource practices harmonious in Chinese Public sectors administration, sets up the theory frame and gives the hypotheses. Then by the empirical analyses, the dissertation examines the different manners when human resource practices and harmonious factors relate to different performances. At last, the dissertation gives some suggestions.
The dissertation introduces the realistic and academic background of the research, points out that the foundation theory of public human resource administration and harmonious management is human resource management and harmonious theory and that needs to satisfy persons who are correlated with of the interests, the improvement of the strategic resource position and quickening of the technological progress are the main reason that Public sectors pay attention to the human resource practices and the basis that harmonious factors can effect. The strategic human resource management theory, harmonious management theory, work satisfaction theory, organizational support theory and organizational commitment theory are mainly theories which relate to harmonious human resource management in public sectors. In this Chapter, the dissertation also introduces its research problems, research ideas, methods, mainly contents and potential innovations, there are also systematic researches in assay.
Furthermore, human resource practices and its relation with performances are reviewed. Then two mainly concept, work satisfaction and organizational commitment, which have close relation with harmonious human resource management in public sectors are also reviewed. All these are basis to put forward the theoretical framework and hypothesis.
This assay contains questioners; surveyed900staff working in public sectors in Jiang Su region, based on the analysis and evaluation of tow idea with "harmonious human resource management in public sectors", the dissertation put forward the theoretical framework witch research harmonious human resource management. The frame is put forward step by step. After putting forward the basic frame which research the basic relation of human resource management, hamonious factors and performances, the dissertation putting forward the expanding frame which include work satisfaction, organizational commitment and different performances. Based on the expanding frame, the dissertation introduces the hypothesis for the next empirical research. At last, mainly variables are defined.
In the end, assay discusses and analysis the results from real practice is the parts of empirical results and discussions, which is the core content of the paper. The part of empirical results includes depiction results, relative analysis results of mainly variables and hypothesis examining results. The hypothesis examining results are hierarchical regression analysis results. At last, the dissertation discusses the results, points out and explains the consistency and inconsistency, which relate to other relative research. Human resources practice owns obvious effects. The connections amongst Organizational commitment; quit willingness and Organizational performances are weak, vary of Harmonious elements results differently, management style influences Organizational commitment and work pressures largely.
This assay owns three main innovations:
(1) This assay majors public human resource harmonious management. Main direction towards the working element of human resources management within public administration research. It functions strategic human resources management theory and harmonious theory's exploration in public administration, a typical "cross research", an innovative way in assay choice.
(2) Through the relevant theory works, discussed the main element that influences public administration and harmonious practice, sets up harmonious variable and theoretical model of public human administration and harmonious based on organizational level. Meanwhile, fully considerable on how variable works in personal level (such as:staff satisfaction, Organizational commitment etc...), further discussed in details on connection of these variables, it results in an innovation in research contents.
(3) In term of methodology, sets up liner Dependent Variable model, through physical practices in human resources management, this article discovered results of vary of elements that works within different level (such as:quit willingness, person and organizational performance). Simulated the effects which show when the connection built up between public human resource management and performance indicators, different harmonious elements will cross work in practice. This is a comprehensive use of liner Dependent Variable model in public human resources management, an innovative breakthrough in methodology.
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