| 组织人力资本研究元分析 |
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| 引用本文： | 郭文臣,陈安琪.组织人力资本研究元分析[J].科研管理,2022,43(11):191-199. |
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| 作者姓名： | 郭文臣 陈安琪 |
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| 作者单位： | 大连理工大学经济管理学院，辽宁 大连116023 |
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| 基金项目： | 国家社会科学基金项目：“新型雇佣关系对员工敬业度和组织人力资本竞争优势的影响研究”（17BGL111，2017.06—2020.12）。 |
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| 摘 要： | 组织人力资本是组织获得可持续竞争优势的源泉，因此组织人力资本近年来得到持续关注。为了厘清组织人力资本的前因变量及结果变量，本文运用元分析的方法对比了147项研究、151个独立样本中的606个效应值。分析结果显示，影响组织人力资本的形成与发展的主要因素主要以体现在三个层面，即组织特征（包含组织战略、组织文化、组织支持），团队特征（招聘实践、培训实践、竞争性薪酬、绩效反馈、内部晋升、员工参与、共享机制），个体特征（知识经验、能力、态度）；组织人力资本也从两个层面对组织和个体产生影响，即组织人力资本在组织层面推动组织绩效、组织创新、组织学习、竞争优势，在个体层面助力个体行为、个体绩效、职业生涯发展等。本研究旨在全面梳理组织人力资本形成、发展与转化的作用机理，由此推进个体与组织之间良好的正向动态循环，持续促进二者协同发展，为组织人力资本领域的深入研究奠定基础。
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| 关 键 词： | 组织人力资本 前因变量 结果变量 元分析 |
| 收稿时间： | 2020-04-05 |
| 修稿时间： | 2020-08-29 |
A meta-analysis of the research on organizational human capital |
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| Guo Wenchen,Chen Anqi.A meta-analysis of the research on organizational human capital[J].Science Research Management,2022,43(11):191-199. |
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| Authors: | Guo Wenchen Chen Anqi |
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| Institution: | School of Economics and Management, Dalian University of Technology, Dalian 116023, Liaoning, China; |
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| Abstract: | Organizational human capital (OHC) is the source of sustainable competitive advantage for an organization, which has been continuously concerned in recent years. The research on its antecedent variables and outcome variables has attracted wide attention in academia. But in many studies at home and abroad, the relationship between organizational human capital and variables is quite different. In order to clarify the antecedent and outcome variables of organizational human capital, this paper uses the meta-analysis method to compare 606 effect values in 147 studies and 151 independent samples. The results show that the main factors affecting the formation and development of organizational human capital are embodied in three aspects: organizational characteristics (including organizational strategy, organizational culture and organizational support), team characteristics (recruitment practice, training practice, competitive compensation, performance feedback, internal promotion, employee participation and sharing mechanism) and individual characteristics (knowledge, abilities and attitudes).
Organizational human capital also affects organizations and individuals from two aspects, that is, it promotes organizational performance, organizational innovation, organizational learning and competitive advantage at the organizational level, and helps individual behavior, individual performance and career development at the individual level. The influence of antecedent variables on organizational human capital is firstly considered from the dimensions of organizational characteristics, team characteristics and individual characteristics, and then the relationship between organizational human capital and outcome variables is explored from the organizational and individual levels.
It is found that, on the one hand, the organizational characteristics represented by organizational strategy, organizational culture and organizational support, the team characteristics represented by skill-enhancing practices, motivation-enhancing practices and empowerment-enhancing practices, and the individual characteristics represented by knowledge, abilities and attitudes are all positively affecting the formation and development of organizational human capital. On the other hand, it also promotes organizational performance, organizational innovation, organizational learning and competitive advantage at the organizational level, and helps individual behavior, individual performance and career development at the individual level. On the basis of clarifying the antecedent variables and outcome variables of OHC, this paper uses meta-analysis method to quantitatively obtain the specific relationship between OHC and each variable, to obtain the accurate variable effect value, and to distinguish the relative importance of each variable.
The purpose of this paper is to comprehensively sort out the mechanism of the formation, development and transformation of organizational human capital, so as to promote a positive dynamic cycle between individuals and organizations, and continue to promote the coordinated development of the two, so as to lay a foundation for the in-depth research in the field of organizational human capital. The main significance of this paper is to clarify the antecedent variables and outcome variables of OHC through meta-analysis, get accurate variable effect values, and distinguish the relative importance of each variable. In this paper, a large number of existing empirical research literature are comprehensively studied. The relationship strength between OHC and each variable is accurately obtained by using the research method of meta-analysis, and the importance of all variables is distinguished according to Cohen′s (1988) association strength discrimination rule. On the theoretical level, this paper has realized the test of OHC empirical research results on the one hand; while on the other hand, it also puts forward theoretical reference, which is helpful for further study in the future. At the practical level, this paper not only encourages managers to be more focused on OHC, but also suggests that they should select appropriate measures to promote the positive impact of OHC according to the relative importance of each antecedent variable, so as to achieve better management effect. |
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| Keywords: | organizational human capital antecedent variable outcome variable meta-analysis |
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