High-Involvement Human Resource Practices Scale 高参与度的人力资源实践量表

简介

Batt (2002) 研究了人力资源实践、员工离职率和组织绩效之间的关系。战略性人力资源管理系统通常是高参与或高性能系统，包括一系列连贯的人力资源实践，这些实践能提高员工技能，参与决策程度和动机。

信度与效度

高参与度的人力资源实践量表中第3和4题的信度为0.60。

量表

请您根据自己的实际感受和体会，用下面10项描述对组织的人力资源系统进行评价和判断。评价和判断的标准如下： 3-4题1（little or no control）to 5（complete control）。

1、The number of years of formal education of the typical (median) core employee.
2、The number of years of formal and on-the-job training needed for a new employee to become proficient.
3、Discretion over tasks, tools, work methods, pace of work, schedules, vacations, and technology design.
4、Discretion over handling non-routine requests and the pace of serving customers.
5、The percentage of employees that participated in regular off-line problem-solving groups.
6、The percentage of employees that participated in self-directed teams.
7、The number of weeks of training a typical core employee received each year.
8、The natural logarithm of the median annual base pay of the core workforce.
9、The percentage of the core workforce that was permanent. and full-time, as opposed to part-time or contingent
10、the percentage of the work performance of the typical employee that was electronically monitored (reverse-coded)

计分方法

高参与度的人力资源实践量表包括技能、工作设计和人力资源动机3个分量表，共10道题，每个分量表包括的题目如下：

1．技能：共2道题，具体包括第1-2题。
2. 工作设计看：共4道题，具体包括第3-6题。
3. 人力资源动机：共4道题，具体包括第7-10题。

量表出处

Batt, R. (2002). Managing customer services: Human resource practices, quit rates, and sales growth. Academy of management Journal, 45(3), 587-597.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！