摘要
本文通过对35家中国人力资源服务企业的高层领导访谈资料的扎根理论分析,构建了数字化背景下人力资源服务企业创新能力的结构维度及其形成机理模型。研究结果表明:数字化背景下人力资源服务企业的创新能力由创新机会感知能力、创新网络构建能力、创新资源整合能力和数字化融合能力四维度构成;市场导向和创新学习的连续中介作用,受到政府支持的影响。本文拓展了数字化背景下服务型企业创新能力理论,为数字化背景下人力资源服务业高质量发展提供指引。
This paper has revealed the dimensions of the innovation capabilities of human resources service(HRS)enterprises in the context of digitalization through grounded theoretical analysis of interview data from top managers of 35 HRS companies in China.The capabilities are composed of four factors,such as the perception competences of innovation opportunities,the abilties of innovation network construction,the capacities of innovation resources integration,and digital integration capabilities.And,the innovation capabilities of H RS enterprise are led by the innovation vision of top management team.Moreover,the market orientation and the innovation learning of the enterprise play continuous mediating roles in the impact of the vision on the innovation capabilities.Furthermore,the support from governments affects the serial mediation model.These findings expand the theory of the innovation abilities of service-oriented companies,and provide theoretical guidance for the high quality development of HRS enterprises in the digital background.
作者
陈文
李燕萍
CHEN Wen;LI Yanping(Key Laboratory of Accessibility,Nanjing Nomal University of Special Education,Nanjing 210038;Research Center for China Industry-University-Research Institute Collaboration,Wuhan University,Wuhan 430072)
出处
《人力资源管理评论》
2023年第2期111-132,共22页
Human Resource Management Review
基金
国家社科基金重点项目“数字化赋能人力资源服务企业的动态创新能力识别与培育机制研究”(21AGL018)
江苏省高校哲学社会科学项目“新发展阶段高等教育公平补偿问题研究”(2022SJYB0524)
关键词
人力资源服务企业
创新能力
高管团队创新心智
数字化融合
Human Resources Service Companies
Innovation Capabilities
Innovation Vison of Top Management Team
Digital Convergence
作者简介
陈文(1985-),男,南京特殊教育师范学院无障碍联合重点实验室讲师,研究方向为组织与人力资源管理;李燕萍(1965-),女,武汉大学经济与管理学院教授,研究方向为组织与人力资源管理
