A Study Of HRF And Its Effect On Organizational Performance

Rapid development of science and technologies and intensified market completion have brought about dramatic changes to the internal and external environment the enterprises are faced with:for one thing, static competition has been replaced by dynamic competition as a result of the quickening of strategic interaction among enterprise rivals; for another, it has become difficult for the enterprises to maintain their internal competitive advantages. In response to the impact caused by the changes of the internal and external environment, enterprises are required to keep moderate flexibility for their organizational purposes with regard to organizational framework and human resource application. Human resource as a chief factor among productivity factors is critical to enterprise flexibility, and improving human resource flexibility has become an important management approach to enhancing competitive advantages. The study of the source of human resource flexibility and its effect on competitiveness is thereby of theoretical and social significance.The dissertation consists of eight chapters, centering on the following two aspects. The first is the study of theory and relationship. The dissertation relates the competitive advantage of enterprises to that of human resource, and based on human resource management theory forms the theoretical framework of human resource flexibility (HRF), the theoretical system of which is constructed and tested on the basis of the theory of flexibility and dynamic capability. It further analyses the affecting factors of HRF and its functional mechanism of organizational performance. The second is an empirical study. Four models of relationship among the practice of human resource management, HRF and organizational performance are established under theoretical guidance. Furthermore, a Chinese enterprise data-based analysis is made of the hypothesis entailed in the models. In light of the study result the dissertation concludes with suggestions concerning human resource management, a summary of the research and its limitation, and possible further research.The main contents and findings of the research are as follows:1. The construction and structural investigation of analysis paradigm of HRF theory. With the theoretical focus of flexibility theory and dynamic capability theory, the theoretical support of strategic human resource management theory, the dissertation constructs the analysis paradigm of HRF theory, analyses the conception, formation and index system of HRF, and investigates and tests HRF formation with the application of factor analysis and structural equation models.2. The exploration of affecting factors of HRF. Through questionnaire survey and exploratory study the dissertation analyses affecting factors of HRF, namely four types of human resource management practice (HRMP) including personnel skill development, personnel motivation, organization and communication. The four types of HRMP are key factors affecting HRF, which serves as a theoretical assistance in a correct understanding of the relationship between human resource management and HRF.3. The analysis of the effect of HRF on organizational performance. From the perspective of economics the dissertation elaborates the role of HRF played in corporation-based economic development, defines the formation of core competence of HRF, and studies the characteristic of value of HRF and its effect on organizational performance. It is pointed out that the essence of HRF is dynamic matching, which throws light on the dispute of "matching" and "flexibility" in strategic human resource management.4. The construction and empirical study of relationship model of HRF in dynamic environment. Study shows that the four types of HRMP have positive effect on HRF, and that HRF influences organizational performance positively while the variable of environment regulates with an unapparent effect. It proves to an extent the significance of HRF and the best value of high performance work system. The verified "universalistic proposition" indicates that high performance work system is contributable to the nurturing of HRF, avoiding "the trap of flexibility", and it explains the feasibility and scientific nature of enhancing HRF in dynamic and hypercompetitive environment.