The Relationship between Organizational and Environmental Factors and the Use of Innovative Human Resource Practices
研究了组织规模、结构、外部条件等对公共机构采用创新人力资源实践的影响，发现机构规模、劳动力可得性和公众监督是主要相关因素。
Few studies have examined the influence of organizational and environmental characteristics on human resource (HR) practices. To identify potential correlates of progressive HR practices, concepts from the innovation literature were applied. In particular, the extent was explored to which size, climate, organizational structure, external conditions, and workforce variables were related to the use of HR innovations in a sample of 40 New York State public agencies. Agency size and the external condition variables of labor availability and public scrutiny exhibited the strongest linear relationships with HR innovation. Formalization, centralization, and HR department climate demonstrated somewhat weaker linear effects. External favorability demonstrated a nonlinear relationship with HR innovation. The results are discussed with consideration given to the differences between idea generation and adoption, formal and informal innovations, organic and mechanistic organizational structures, and the role of the external environment. Diagnostic questions are provided to assist in the application of these findings to other settings.