Strategic human resource management, firm performance, and employee relations climate in China
研究了中国企业战略人力资源管理与人力资源实践对财务绩效、运营绩效和员工关系氛围的影响，发现国有企业采用程度低于外资和私营企业，且所有制类型仅对财务绩效有调节作用。
Abstract We examined strategic human resource management (SHRM) and human resource practices in the People's Republic of China to assess the impact of these practices on firm performance and the employee relations climate. We also tested whether firm ownership moderates the above relationships. Empirical results from a sample of Chinese firms from various industries and regions showed that the levels of adoption of SHRM and HR practices were lower in state‐owned enterprises (SOEs) than in foreign‐invested enterprises (FIEs) and privately owned enterprises (POEs). Both SHRM and HR practices were found to have direct and positive effects on financial performance, operational performance, and the employee relations climate. However, the moderating effect of ownership type was significant for financial performance only. © 2008 Wiley Periodicals, Inc.