Research On The Influence Of Strategic Human Resource Management On Organizational Effectiveness

With the increasing complexity and changes of business environment, the enterprises are confronted with more and more severe challenges about increasing their organizational effectiveness. It has been a critical problem for the enterprises to decide how to promote their abilities of adjusting, innovating, operating and adding their values. However, in practice, more and more enterprises have found that those elements including capital and technology, which used to be their competitive advantages, are copied by their competitors quite soon. Therefore, how to develop a more efficient way to promote the organizational effectiveness has become the focus issue for more and more enterprises. Although many enterprises have realized that their own human resources have a strategic effect on their organizational effectiveness, it is still an unsolved problem about how the human resource affects the organizational effectiveness. The study of the relevant literature shows that firstly we should choose a scientific perspective under which to understand the enterprises' contradictory demand in effectiveness, and analyze how strategic human resource management affects the organizational effectiveness when we try to find out the mechanism through which human resource management affects organizational effectiveness,.The Competing Values Framework provides an entirely new perspective to study how strategic human resource management affects organizational effectiveness. On the basis of analyzing the relevant theories of competing values framework, human resource management and organizational effectiveness, this paper does the following work:Firstly, it starts from the exploring analysis on theoretical framework and constructing elements of strategic human resource management, organizational effectiveness and other variables based on the Competing Values Framework. Secondly, it studies the mechanism of strategic human resource management influencing organizational effectiveness, and discovers the important intermediation of organizational culture and organizational commitment play in the mechanism. Thirdly, this paper constructs the theoretical model of how strategic human resource management influences organizational effectiveness. Fourthly, empirical research is carried out based on436samples and structure equation modeling. The conclusions and enlightenments of this paper include four aspects as follows: (1) The Competing Values Framework is of great importance in studying how strategic human resource management influences organizational effectiveness. The Competing Values Framework reveals the multi-dimensional feature of variables from the aspect of values. What's more, choosing CVF as the the same perspective to construct the main variables can solve the contradictions and conflicts brought about by the different perspectives. The same perspective also helps to discover the potential and complex relations between variables more exactly and deeply.(2) The strategic human resource management has significant positive effect on the organizational effectiveness. This paper divides the strategic human resource management and organizational effectiveness into different models from the perspective of CVF. Based on the large scale empirical research, the strategic human resource management has significant positive effect on the organizational effectiveness. However, different models of human resource management have different effects on the organizational effectiveness. Cooperative SHRM has the most significant positive effect on the organizational effectiveness, especially on Human Relation Effectiveness and Rational Goal Effectiveness.(3) The Strategic human resource management has both direct and indirect positive effect on organizational effectiveness. On one hand, based on the empirical result in this paper, SHRM has some certain direct effect on the organizational effectiveness. On the other hand, strategic human resource management has indirect positive effect on organizational effectiveness. strategic human resource management has very strong effect on the organizational culture and organizational commitment. Organizational culture and organizational commitment have very strong direct effect on the organizational effectiveness, which proves the intermediate role of organizational culture and organizational commitment between the strategic human resource management and organizational effectiveness.(4) There are differences in the way how the different dimensions of strategic human resource management affect organizational culture and organizational commitment. Differences also lie in how organizational culture and organizational commitment affect the different models of organizational effectiveness. Innovative SHRM has the most significant positive effect on the organizational culture. Cooperative SHRM has the most significant positive effect on the organizational commitment. Clan culture has the most significant positive effect on the organizational effectiveness, especially on Human Relation Effectiveness, Open System Effectiveness and Rational Goal Effectiveness. Norm commitment has the most significant positive effect on the organizational effectiveness.The contributions of this paper can be summarized as the following three points:(1) This paper proposes the SHRM based on the competing values framework, the dimensions and the measuring system of the SHRM. This paper does explorative theoretical research on the SHRM based on the CVF and cluster analyses about the content of the SHRM. In this paper, it builds four models of strategic human resource management, Cooperative SHRM, Innovative SHRM, Controlling SHRM and Performanent SHRM.(2) This paper investigates the mechanism of SHRM influencing organizational effectiveness, constructs the theoretical relationship model of SHRM influencing organizational effectiveness and proves the affecting mechanism. By using SEM to empirical test, it finds that both organizational culture and organizational commitment have important intervening function during the mechanism. In this paper, it finds that SHRM has both direct and indirect positive effect on organizational effectiveness through organizational culture and organizational commitment.(3)This paper extends the application scope of the CVF. The theory of CVF absorbs the advantage of the other theories, which has been widely used in the organizational researches. This paper based on the CVF classifies the models of SHRM and its dimensions, the types of organizational culture and its dimensions, the types of organizational effectiveness and its dimensions.