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中文摘要：
从＂能力-动机-机会＂理论整体框架入手,深入分析中国10家行业领先企业在人力资源管理中的共性特征,构建出适合中国国情、较为系统完整的高绩效人力资源管理实践模型。研究结果表明,中国优秀企业人力资源管理实践的基本用人模型属于承诺型,强调培养人,以构建企业与组织成员共同发展的心理契约为特征。相比国外已有研究成果,我国企业在招聘甄选环节,更强调人员品德,更重视机会增强型人力资源管理实践。从权变视角看,我国企业在不同发展阶段,人力资源活动的侧重点不尽相同,正从发展初期只关注动机增强型人力资源管理实践开始,逐步转向更多技能和机会增强型人力资源管理实践活动,更加凸显以培养人为核心理念的承诺型心理契约的特征。研究结论弥补了已有研究在全面性和具体性上的不足,为企业人力资源管理工作提供借鉴。
英文摘要：
This study is probably the first to provide an integrated model of Chinese best HRM practices through a multi-case study research.The framework of＂ability– motivation–opportunity＂theory has been used in this study to analyz the common HRM characteristics of ten leading enterprises in China.It gives valuable information and guidelines which hopefully will help the leaders to accomplish HRM work in an effective way.The results show that the basic employment mechanism of Chinese best HRM practices is commitment mechanism,focusing on the development of individual employees by coaching and training them.It aims to build a psychological contract between the employees and the organization to achieve common development.Compared with the existing research of western countries,Chinese enterprises put more emphasis on staff moral character in the recruitment process,and pay more attention to the opportunity-enhancing HR practices.From the contingency perspective,there are different degrees of emphasis about HR practices in the different seedtime of native enterprises.From concerning motivation-enhancing HR practice in the early stage of development to skill-enhancing and opportunity-enhancing HR practices,the commitment mechanism is highlighted as well.
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