中文摘要：

人力资源实践对业务单元层次（unit lever）创新起着重要的影响,但相关研究对人力资源实践内部结构形态和作用方式解释不足。基于人力资源构型观点,可以将业务单元层次的人力资源管理亚结构区分为自主导向构型和创新整合构型,并采用独特人力资本和价值人力资本作为员工知识的衡量指标,采用员工关系协调水平作为对员工创新互动行为的衡量指标,来探讨两种构型对创新起作用的具体路径。实证结果证明,两种人力资源构型直接影响业务单元层次的创新绩效,关系协调水平和价值性人力资本在上述关系中起到了完全中介作用,独特性人力资本则起到了部分中介作用,本研究的发现有助于理解人力资源实践对业务单元产出作用的因果关系。

英文摘要：

Because of different innovation conditions in corporate units,this study was concerned about what HRM configurations are and how they impact innovation performance in unit level.We define HRM configurations as substructures in human resource management system.We presented two different HRM configurations which can improve innovation：discretion oriented configuration and innovation integration configuration.We also tested the mediate mechanisms between HRM configuration and innovation performance,which based＂uniqueness and value of human capital＂and＂employee coordination＂.The Empirical findings reveled several conclusion：first,two different HRM configuration can impact innovation performance directly, ＂value of human capita＂and＂employee coordination＂have the fully-mediate effect on HRM configuration and innovation performance,but ＂the uniqueness of human capita＂only has part-mediate effect on HRM configuration and innovation performance.The findings of this study enrich our understanding of the relationship between HRM and innovation output in unit level.