High-Performance Human Resource Practices Scale高绩效人力资源实践量表(Sun,L.,Aryee,S.& Law,K.S.,2007)

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简介

高绩效人力资源实践以员工为中心,采取灵活的工作设计与安排、团队或群体工作以及更多的信息共享,赋予员工参与组织决策的权力,提高员工的知识、技能和主动性进而维系员工与组织之间的长期雇佣关系,为整个组织创造更大的价值。

信度与效度

高绩效人力资源管理实践量表原包括员工参与、内部流动、深度培训、选择配置、职位描述、绩效评价、职业安全、激励回报八个分量表,共27道题,探索性因素因素分析结果分别为0.86,0.78,0.79,0.75,0.70,0.70,0.55,0.50,职业安全和激励回报低于平均水平,故舍弃了两个分量表共4道题,对剩余的23道题进行验证性因素分析(n=206),结果为df=113; CFI=0.92, TLI=0.90; RMSEA=0.07,SRMR=0.06。该量表具有良好的信度和效度。

量表

请您根据自己的实际感受和体会,用下面27项描述对您所在组织的各项人力资源实践进行评价和判断,并在最符合的数字上划○。评价和判断的标准如下: 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.Great effort is taken to select the right person.
2.Long-term employee potential is emphasized.
3.Considerable importance is placed on the staffing process.
4.Very extensive efforts are made in selection.
5.Extensive training programs are provided for individuals in customer contact or front-line jobs.
6.Employees in customer contact jobs will normally go through training programs every few years.p 7.There are formal training programs to teach new hires the skills they need to perform their job.
8.Formal training programs are offered to employees in order to increase their promotability in this organization.
9.Employees have few opportunities for upward mobility.
10.Employees do not have any future in this organization.
11.Promotion in this organization is based on seniority.
12.Employees have clear career paths in this organization.
13.Employees in customer contact jobs who desire promotion have more than one potential position they could be promoted to.
14.Employees in this job can be expected to stay with this organization for as long as they wish.
15.Job security is almost guaranteed to employees in this job.
16.The duties in this job are clearly defined.
17.This job has an up-to-date description.
18.The job description for a position accurately describes all of the duties performed by individual employees.
19.Performance is more often measured with objective quantifiable results.
20.Performance appraisals are based on objective quantifiable results.
21.Employee appraisals emphasize long term and group-based achievement.
22.Individuals in this job receive bonuses based on the profit of the organization.
23.Close tie or matching of pay to individual/group performance.
24.Employees in this job are often asked by their supervisor to participate in decisions.
25.Individuals in this job are allowed to make decisions.
26.Employees are provided the opportunity to suggest improvements in the way things are done.
27.Supervisors keep open communications with employees in this job.

计分方法

高绩效人力资源实践量表包括员工参与、内部流动、深度培训、选择配置、职位描述、绩效评价、职业安全、激励回报八个分量表,共27道题,其中:

员工参与分量表总共4道题,具体包括第1、2、3、4题;

深度培训分量表总共4道题,具体包括第5、6、7、8题;

内部流动分量表总共5道题,具体包括第9、10、11、12、13题;

职业安全分量表总共2道题,具体包括第14、15题;

职位描述分量表总共3道题,具体包括第16、17、18题;

绩效评价分量表总共3道题,具体包括第19、20、21题;

激励回报分量表总共2道题,具体包括第22、23题;

员工参与分量表总共4道题,具体包括第24、25、26、27题。

可以计算量表所包括题目的总分或平均分。

量表出处

Sun,L.,Aryee,S.& Law,K.S.(2007).High-Performance Human Resource Practices,Citizenship Behavior, and Organizational Performance: A Relational Perspective. Academy of Management Journal,50(3): 558-577.

参考文献

Bamberger, P., & Meshoulam, I. 2000. Human resource strategy. Newbury Park, CA: Sage.

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!