Human Resource Practices Scale 人力资源实践量表(Delery et al.,1996)

简介

战略性人力资源管理（SHRM）的前提是，采用特定战略的组织与采用替代战略的组织所需的人力资源做法是不同的。组织的人力资源实践的大部分变化应该与组织的战略有关，在人力资源实践和战略之间具有更多一致性的组织应该具有更卓越的绩效。

信度与效度

人力资源实践量表包括内部职业机会、培训、结果导向评价、就业保障、参与、工作描述和收益分享等7个分量表，内部职业机会、培训、结果导向评价、就业保障、参与和工作描述的信度分别为0.64、0.83、0.80、0.66、0.80、0.78。

量表

请您根据自己的实际感受和体会，用下面23项描述对组织的人力资源系统进行评价和判断，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 非常同意

1、Individuals in this job have clear career paths within the organization.
2、Individuals in this job have very little future within this organization (reverse-coded).
3、Employees’ career aspirations within the company are known by their immediate supervisors.
4、Employees in this job who desire promotion have more than one potential position they could be promoted to.
5、Extensive training programs are provided for individuals in this job.
6、Employees in this job will normally go through training programs every few years.
7、There are formal training programs to teach new hires the skills they need to perform their jobs.
8、Performance is more often measured with objective quantifiable results.
9、Performance appraisals are based on objective, quantifiable results.
10、Formal training programs are offered to employees in order to increase their promotability in this organization.
11、Employees in this job can expect to stay in the organizations for as long as they wish.
12、It is very difficult to dismiss an employee in this job.
13、Job security is almost guaranteed to employees in this job.
14、If the bank were facing economic problems, employees in this job would be the last to get cut.
15、Employees in this job are allowed to make many decisions.
16、Employees in this job are often asked by their supervisor to participate in decisions.
17、Employees are provided the opportunity to suggest improvements in the way things are done.
18、Superiors keep open communications with employees in this job.
19、The duties of this job are clearly defined.
20、This job has an up-to-date job description.
21、The job description for this job contains all of the duties performed by individual employees.
22、The actual job duties are shaped more by the employee than by a specific job description (reversecoded).
23、Individuals in this job receive bonuses based on the profit of the organization.

计分方法

人力资源实践量表包括内部职业机会、培训、结果导向评价、就业保障、参与、工作描述和收益分享等7个分量表，共23道题，可以分别计算各自量表所包括题目的总分或平均分，每个分量表包括的题目如下：

1．内部职业机会：共4道题，具体包括第1-4题。
2. 培训：共4道题，具体包括第4-8题。
3. 结果导向评价：共2道题，具体包括第9-10题。
4．就业保障：共4道题，具体包括第11-15题。
5．参与：共4道题，具体包括第16-19题。
6. 工作描述：共4道题，具体包括19-22题。
7．收益分享：共1道题，具体包括23题。

量表出处

Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal, 39(4), 802-835.

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！