中文摘要：

在探讨人力资源管理与企业绩效关系已有研究的基础上,收集了180家珠三角制造企业的纵向数据,采用交叉滞后的研究方法,验证了人力资源管理与企业绩效之间的因果关系顺序.研究结果表明,人力资源管理系统与企业绩效互为因果关系.对于单一人力资源实践,控制了前测企业绩效后,前测的培训与开发实践、薪酬激励实践对后测企业绩效的提高发挥着前提作用,控制前测人力资源实践后,前测的企业绩效对后测的参与管理实践的提高发挥着前提作用.另外,控制前测企业绩效或者控制前测人力资源实践后,招聘选拔实践与企业绩效互为因果关系.研究结论延伸了人力资源管理与企业绩效之间因果关系的内涵,也为人力资源管理与企业绩效关系的研究开拓了新的分析视角.

英文摘要：

On the basis of qualitative analysis of the Causal Order Between Human Resource Management and Performance, this paper, with the longitudinal data of 180 Pearl River Delta manufacturing enterprises, uses cross-lagged panel analysis to examine the causality between HRM and performance. The results indicate that there is dual causation between HRM system and performance al~er all. As for single practices, controlling for previous performance previous training and development can predict performance, controlling for previous HR practices previous performance can predict participation,and controlling for previous performance or HR practices there is dual.causation between selection and performance. By explicitly examining the issue of causality in the human resources -performance relationship, this article makes a contribution to the human resource literatures.