Relations And Human Resource Reserve Capacity Of High-tech Enterprise Organizational Learning

In the environment of economic globalization and increasingly unstable market, the high-tech enterprises in China are facing unprecedented challenges.The continuous development largely depends on whether the enterprises can achieve lasting innovative capability.The backbone to carry out the innovation is those staff with strong learning ability and innovative capability.Then,the competition between enterprises is actually turned into the competition of human resources owned by each enterprise.In order to gain and keep the advantages in the intense competition of the international market,the enterprises must set up a suitable organization learning strategy and strengthen their ability of human resources reserve,which can provide powerful guarantee of human resources for their development nowadays as well as in the future.However,the study for the relationship between organization learning and the ability of human resources reserve can rarely be found currently.This study is focused on the high-tech enterprises in Shenzhen and is divided into two stages.At the first stage,we adopt the semi-constructive interview and documentation study to make qualitative analysis to the organization learning and the ability of human resources reserve in the high-tech enterprises and to make basis for the quantitative analysis at the next step.The second stage is the study according to the feedback of questionnaires.On the basis of 203 valid questionnaires,I carry through factor analysis,correlation analysis,regression analysis,variances analysis and get the following six conclusions.1.The ability of human resources reserve in high-tech enterprices in China can be divided into allocation flexibility and employability.Employability contains five factors,that is,occupational expertise,observative ability,personal flexibilty, cooperation ability and balance ability.2.In this study,organization learning strategy of high-tech enterprises is divided into organization learning environment,organization learning process and orgnization learning tasks.Through the research to the relationship among organization learning,P-O fit and the ability of human resources reserve,we find that the organization learning environment and process have significantly influence on P-O fit strategy.The organization learning process contributes more evident effect to the P-O fit strategy.3.The P-O fit with each of its dimensions have significantly positive influence on the ability of human resources reserve.4.The organization learning environment,organizaiton learning process and organization learning tasks all have direct and positive affect on the ability of human resources reserve.Meanwhile,they also have indirect effect on the ability of human resources reserve through some dimensions of P-O fit,which supported the medium effect of P-O fit.5.We verified the moderating effect of strategy of human resources,then we find that the attract strategy has moderating effect to the selection fit and employability of human resources as well as develop fit and employability.6.By analyzing the differences of organization learning strategy in different factors of organization environment,we find that organizaiton learning shows some differences in differenct developing period and different scale.Finally,we make summarization of the study such as theoretical development, practical significance and inspiration to the management of high-tech enterprises and point out the limitations of the study and the direction for future research.