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战略人力资源管理与员工绩效 经济管理类;专著;商业经济学;企业管理 VIP

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丛书名:
李洪英   社会科学文献出版社  2018-12 出版
ISBN:978-7-5201-3829-1

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基于社会交换理论,本书提出企业层面战略人力资源管理、心理契约履行对员工绩效的作用机制,引入上下级关系和传统性两个情境因素,并进行了较为全面和深入的实证探讨。本书拓展了社会交换理论视角下战略人力资源管理对员工绩效的作用路径,丰富了上下级关系与传统性的研究。同时,为企业人力资源管理、企业文化管理、雇佣关系管理实践提供指导。本书对相关领域的学者、学生和管理者都具有非常重要的参考价值。
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  • 文前辅文
  • 摘要
  • Abstract
  • 第1章 绪论
    1. 1.1 研究背景
    2. 1.2 研究目的
    3. 1.3 研究意义
    4. 1.4 研究思路
    5. 1.5 章节安排
  • 第2章 相关理论与文献述评
    1. 2.1 战略人力资源管理的研究述评
    2. 2.2 员工绩效的研究述评
    3. 2.3 心理契约履行的研究述评
    4. 2.4 上下级关系的研究述评
    5. 2.5 传统性的研究述评
    6. 2.6 研究构念间关系述评
  • 第3章 战略人力资源管理对员工绩效影响的理论模型与假设
    1. 3.1 现有研究的不足
    2. 3.2 初期框架的探索性研究
    3. 3.3 研究模型修正
    4. 3.4 本研究理论基础
    5. 3.5 研究假设的提出
  • 第4章 实证研究设计与小样本预测
    1. 4.1 研究构念的操作化定义与测量工具
    2. 4.2 问卷设计
    3. 4.3 小样本预测与数据分析
  • 第5章 大样本调查、数据分析与讨论
    1. 5.1 正式调研过程与样本描述
    2. 5.2 信度与效度分析
    3. 5.3 样本的偏差检验
    4. 5.4 数据的聚合度检验
    5. 5.5 战略人力资源管理对员工绩效作用机制的假设检验
    6. 5.6 假设检验结果的分析与讨论
  • 第6章 研究结论与展望
    1. 6.1 研究结论
    2. 6.2 理论贡献
    3. 6.3 管理启示
    4. 6.4 研究创新、研究局限及研究展望
  • 附录
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