专有性人才管理方式对个体的影响:系统综述与研究构想

被引：4

作者：

阳毅 ^{[1
]}

万杨 ^{[1
,2
]}

机构：

[1] 湖南师范大学商学院

[2] 湖南航天机电设备与特种材料研究所

来源：

中国人力资源开发 | 2022年 / 39卷 / 09期

基金：

湖南省自然科学基金;

关键词：

专有性人才管理方式; 微观影响; 系统综述; 研究构想; 认知评价;

D O I：

10.16471/j.cnki.11-2822/c.2022.9.002

中图分类号：

C962 [人才管理];

学科分类号：

摘要：

专有性人才管理方式是基于员工在提升组织竞争优势上的相对价值对其进行的差异化管理,是当今组织中最常见的一种人才管理实践。为了全面系统呈现专有性人才管理方式与个体结果之间的内在逻辑,通过对相关研究文献的梳理,本文阐述了专有性人才管理方式的内涵与测量方法 ,归纳总结了其对人才和非人才在情感、认知和行为上的积极和消极效应,并从社会交换、组织公平、信号和归因等理论视角回顾了专有性人才管理方式的微观作用机理。最后,基于认知评价理论描述了个体对专有性方式的评价-反应过程,发展了一个影响机制模型和一组命题,提出认知评价结果是联结专有性人才管理方式与个体结果的重要内在机制。研究有助于进一步丰富人才管理的微观理论,也为组织的人才实践提供了参考和借鉴。

引用

页码：23 / 41

页数：19

共 89 条

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