查看“Human Resource Management Control Systems Questionnaire 人力资源管理控制系统问卷（Snell，1992）”的源代码

== 简介 ==
战略性人力资源管理在不断兴起，并且行为视角是主要研究的方向，即不同的战略需要不同的行动来实现。人力资源控制可以指任何有利于实现个人行为与组织利益相统一的过程。通常，企业借鉴“控制系统”的控制过程：上级的意图、影响机制和评估与反馈。Snell（1992）将人力资源管理控制系统分为三类：输入控制、行为控制和输出控制。

== 信度与效度 ==
Snell（1992）根据特定标准选择了436个公司，作为研究对象，共发送了436问卷给每个公司的董事长。共有140位董事长完成了问卷，回复率32%。然后由每位董事长推荐三名副董事长作为调查对象。140位董事长中102位推荐了306位副董事长，175位副董事长完了问卷，有效回复率为57%。

结果表明，人力资源管理控制系统量表的三个分量表：行为控制、输出控制和输入控制的内部一致性系数分别为0.60、0.71和0.75；评估者间信度分别为0.81、0.88和0.86，三个维度共解释了41%的方差变异量。

== 量表 ==
请您根据自己的实际感受和体会，对下面28项描述进行评价和判断，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 有点不同意 4 不好确定 5 有点同意 6 同意 7 非常不同意

Input control<br>
1. Managers receive substantial training before they assume responsibility.<br>
2. We have gone to great lengths to establish the best staffing procedure possible.<br>
3. After being on the job for years, managers are involved in skill development.<br>
4. Individuals must undergo a series of evaluations before they are hired.<br>
5. My managers are given ample opportunity to broaden their range of talents.<br>
6. We take pride in the fact that we hire the very best people for a job.<br>
6. We take pride in the fact that we hire the very best people for a job.<br>
7. We have a strong commitment to training and developing skilled managers.<br>

Behavior control<br>
8. Primary weight in evaluations is placed on behavior.<br>
9. Subordinates are held accountable for their actions, regardless of results.<br>
10. I do not generally concern myself with particular procedures and methods dinates use on the job (R).<br>
11. My managers and I consult with one another in setting standards (R).<br>
12. Performance programs are imposed top-down.<br>
13. Frequent meetings are held with subordinates to discuss their performance.（D）<br>
14. Subordinates assume responsibility for setting their own performance goals.<br>
15. Members of this organization receive frequent performance feedback.（D）<br>
16. Long lag periods are required for feedback (R).（D）<br>

Output control<br>
17. Performance evaluations place primary weight on rusults.<br>
18. Performance targets are written in stone(R).<br>
19. Pay consists of performance-based rewards.<br>
20. Pre-established targets are used as a benchmark for evaluations.<br>
21. Numerical records are used as the chief index of effectiveness.<br>
22. Differences in pay among my subordinates represent differences in performance levels.<br>
23. Regardless of what subordinates are like personally, their performance is judged by rusults achieved.<br>
24. The rewards my managers receive are linked to results.<br>
25. It is infeasible to lock my subordinates into fixed targets.<br>
26. My team of managers is paid on straight salary (R).<br>
27. Those who do not reach objectives receive a low rating.<br>
28. Regardless of their absolute accomplishments, appraisals are based on whether they reach thier goals.<br>

R代表反向计分、D代表最终版中该题被删除。

== 计分方法 ==
人力资源管理控制系统量表包括行为控制、输出控制和输入控制三个分量表，共28道题，可以计算各个量表所包含题目的总分和平均分。

输入控制量表：共7道题，包括第1-7题。<br>
行为控制量表：共9道题，包括第8-16题。<br>
输出控制量表：共12道题，包括第17-28题。<br>

== 量表出处 ==
Snell, S. A. (1992). Control theory in strategic human resource management: The mediating effect of administrative information. Academy of management Journal, 35(2), 292-327.

== 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， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

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