Equilibrium Effect Of Ambidextrous Hrms And Ambidextrous Learning

Since the 1980 s,in the increasingly complex competitive environment,manufacturing enterprises have gradually turned into learning organizations in order to comply with the development trend of highly globalized industry and increasingly international research and development.As a big manufacturing country,China is in the process of transforming from "made in China" to " created in China".This is bound to require enterprises to actively implement effective organizational learning mode to achieve the goal of innovation.At the same time,the implementation of organizational learning is inseparable from effective human resource management.The organization can guide employees' work attitude,work motivation and work behavior by formulating and implementing a series of human resource management systems and activities.The internal and external environment of an enterprise is not invariable.Under different circumstances,the enterprise will also change its management methods and thoughts.HRMS generally exists in organizations.With the continuous development of strategic human resource management,there are many transitional mixed forms in HRMS for Chinese enterprises.Different forms will have different effects on organizational learning.In the emerging economies with innovation-driven economic development,an efficient HRMS can reasonably allocate organizational resources and play an important role in stimulating and shaping organizational learning behavior and smoothly transforming it into organizational innovation performance.Ambidextrous HRMS includes exploitative learning and exploratory learning while ambidextrous learning includes Controlled HRMS and Committed HRMS.Both exploitative learning and exploratory learning are necessary for enterprises to maintain long-term success.However,if the innovation activities of an enterprise excessively rely on exploitative learning,it is easy for the enterprise to fall into the "ability trap".If the enterprise blindly emphasizes exploratory learning,it is likely to fall into the "failure trap".Based on this,this paper aims to study the impact of HRMS on organizational learning,and due to the limitation of organizational resources,how to effectively balance these two kinds of learning and promote the improvement of enterprise performance under the condition of existing resources is still an urgent problem to be solved.In this paper,the theory of Organizational Ambidexterity is applied to the study of the relationship between HRMS and organizational learning,and a balanced impact mechanism model of ambidextrous HRMS on ambidextrous learning is constructed.An empirical analysis is carried out based on the questionnaire data of 240 manufacturing enterprises in the Yangtze River Delta region.It is found that both the Controlled HRMS and the Committed HRMS have significant positive effects on exploitative learning,and Controlled HRMS has a stronger influence on exploitative learning than Committed HRMS;Controlled HRMS and Committed HRMS also have significant positive effects on exploratory learning,and Committed HRMS has a stronger influence on exploratory learning than Controlled HRMS.Further research found that the combination of ambidextrous HRMS has a significant positive impact on ambidextrous learning,and the balance of ambidextrous HRMS has a significant positive impact on the balance of ambidextrous HRMS.The study reveals the balanced effect of ambidextrous HRMS on ambidextrous learning,and provides a theoretical basis for enterprises to implement differentiated human resource management practice.