人力资源开发的人格途径:理论基础与管理启示
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摘要
随着知识经济与信息技术的快速发展,人力资源开发在组织成长中的战略意义越来越突出。现有研究聚焦于员工知识水平与能力的提升对人力资源开发的作用,而忽略了人格发展对人力资源开发的重要价值。本文在回顾人力资源开发理论的基础上,分析和指出了发展人格对人力资源开发的意义,并通过回顾人格理论,明确了从人格视角分析人力资源开发的理论基础,即人格的目标系统理论。研究发现,心理目标是个体人格的核心成分,是理解整体人格的基础。根据人格的目标系统理论,本文详细讨论了人格理论视角下人力资源开发的原则、内容和实践方法 ,指出新时代的人力资源开发需要充分考虑员工个体心理目标的作用。文章认为,人格视角的人力资源开发需要坚持组织-员工目标的动态融合和人格持续发展的原则,考虑心理目标的属性和目标系统的和谐发展,以更有效地提升人力资源在组织发展中的作用。
With the rapid development of knowledge economy and information technology, the strategic significance of human resource development(HRD) in the organizational growth is becoming more and more prominent. The present research focuses on the promotion of employees' knowledge and ability, which plays an important role in HRD, but neglects the value of personality development to HRD. On the basis of reviewing the theories of HRD, this paper analyzes and points out the significance of personality development in HRD. And through reviewing the personality theories, this paper makes clear the theoretical basis of HRD from the perspective of personality: the Goal System Theory of personality. It is found that psychological goals the core component of individual personality and the basis of understanding personality as a whole. According to the Goal System Theory of personality, this paper discusses in detail the principles, contents and practical methods of HRD from the perspective of personality theory, and points out that HRD in the new era needs to take into full consideration the role of individual psychological goals. It suggests that the HRD from the perspective of personality should adhere to the principles of dynamic integration of organizational-employee goals and sustainable development of employee personality, and consider the attributes of psychological goals and the harmonious development of goal system, so as to more effectively enhance the role of human resource in organizational development.
With the rapid development of knowledge economy and information technology, the strategic significance of human resource development(HRD) in the organizational growth is becoming more and more prominent. The present research focuses on the promotion of employees' knowledge and ability, which plays an important role in HRD, but neglects the value of personality development to HRD. On the basis of reviewing the theories of HRD, this paper analyzes and points out the significance of personality development in HRD. And through reviewing the personality theories, this paper makes clear the theoretical basis of HRD from the perspective of personality: the Goal System Theory of personality. It is found that psychological goals the core component of individual personality and the basis of understanding personality as a whole. According to the Goal System Theory of personality, this paper discusses in detail the principles, contents and practical methods of HRD from the perspective of personality theory, and points out that HRD in the new era needs to take into full consideration the role of individual psychological goals. It suggests that the HRD from the perspective of personality should adhere to the principles of dynamic integration of organizational-employee goals and sustainable development of employee personality, and consider the attributes of psychological goals and the harmonious development of goal system, so as to more effectively enhance the role of human resource in organizational development.
引文
1.曹仰锋.(2014).海尔转型:人人都是CEO.北京:中信出版社.
2.陈建安,程爽,陈明艳.(2017).从支持性人力资源实践到组织支持感的内在形成机制研究.管理学报,14(4),519-527.
3.克里斯·阿吉里斯.(2007).个性与组织.(郭旭力、鲜红霞译).北京:中国人民大学出版社.
4.刘蕴.(2016).道德型领导对员工帮助行为的影响机制--基于自我概念的视角.经济管理,38(1),84-93.
5.石冠峰,梁鹏.(2016).知识型员工工作自主性对建言行为的影响--领导正直度被中介的调节模型构建与检验.科技进步与对策,33(6),135-141.
6.严诚忠,沈铁群.(1998).员工人格管理--企业人力资源管理的新焦点.华东理工大学学报:社会科学版,(3),22-25.
7.章凯.(2002).成就目标与科学文本理解中的兴趣效应.教育研究与实验,(4),50-55.
8.章凯.(2003a).动机的自组织目标理论及其管理学蕴涵.中国人民大学学报,18(2),109-114.
9.章凯.(2003b).组织行为战略:管理变革的方向与动力.北京:经济管理出版社.
10.章凯.(2004).情绪的目标结构变化说与情感管理的发展.中国人民大学学报,18(3),126-131.
11.章凯.(2014).目标动力学:动机与人格的自组织原理.北京:社会科学文献出版社.
12.章凯,李朋波,罗文豪,张庆红,&曹仰锋.(2014).组织-员工目标融合的策略--基于海尔自主经营体管理的案例研究.管理世界,(4),124-145.
13.张瑞娟,孙健敏.(2014).创新导向人力资源管理实践:结构和测量.中国人力资源开发,(23),55-66.
14.赵富强,杨淑媛,陈耘,张光磊.(2017).工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用.中国人力资源开发,(9),81-96.
15.仲理峰.(2007).心理资本对员工的工作绩效、组织承诺及组织公民行为的影响.心理学报,39(2),328-334.
16.Argyris,C.(1964).Integrating the individual and the organization.New York:Wiley.
17.Avey,J.B.,Reichard,R.J.,Luthans,F.,&Mhatre,K.H.(2011).Meta-analysis of the impact of positive psychological capital on employee attitudes,behaviors,and performance.Human Resource Development Quarterly,22(2),127-152.
18.Bailey,C.,Madden,A.,Alfes,K.,&Fletcher,L.(2017).The meaning,antecedents and outcomes of employee engagement:A narrative synthesis.International Journal of Management Reviews,19(1),31-53.
19.Blustein,D.L.(2017).The psychology of working:Anew perspective for career development.Career Planning and Adult Development Journal,33(2),60-68.
20.Brewster,C.(2017).The integration of human resource management and corporate strategy.In Policy and Practice in European Human Resource Management(pp.22-35).London:Routledge.
21.Cerasoli,C.P.,Nicklin,J.M.,&Ford,M.T.(2014).Intrinsic motivation and extrinsic incentives jointly predict performance:A 40-year meta-analysis.Psychological Bulletin,140(4),980-1008.
22.Chiang,Y.H.,Shih,H.A.,&Hsu,C.C.(2014).High commitment work system,transactive memory system,and new product performance.Journal of Business Research,67(4),631-640.
23.Choi,Y.J.,Lee,C.,&Jacobs,R.L.(2015).The hierarchical linear relationship among structured on-the-job training activities,trainee characteristics,trainer characteristics,training environment characteristics,and organizational characteristics of workers in small and medium-sized enterprises.Human Resource Development International,18(5),499-520.
24.Costa Jr,P.T.,&McCrae,R.R.(1990).Personality:Another'hidden factor'is stress research.Psychological Inquiry,1(1),22-24.
25.Direnzo,M.S.,Greenhaus,J.H.,&Weer,C.H.(2015).Relationship between protean career orientation and worklife balance:A resource perspective.Journal of Organizational Behavior,36(4),538-560.
26.Dong,Y.,Bartol,K.M.,Zhang,Z.X.,&Li,C.(2017).Enhancing employee creativity via individual skill development and team knowledge sharing:Influences of dual-focused transformational leadership.Journal of Organizational Behavior,38(3),439-458.
27.Dweck,C.S.(1986).Motivational processes affecting learning.American Psychologist,41(10),1040-1048.
28.Dweck,C.S.,&Leggett,E.L.(1988).A social-cognitive approach to motivation and personality.Psychological Review,95(2),256-273.
29.Edwards,J.R.(1991).Person-job fit:A conceptual integration,literature review,and methodological critique.In Cooper,C.L.and Robertson,I.T.(Eds.),International Review of Industrial and Organizational Psychology(Vol.6,pp.283~357).Chichester,West Sussex,England:Wiley.
30.Froiland,J.M.,&Oros,E.(2014).Intrinsic motivation,perceived competence and classroom engagement as longitudinal predictors of adolescent reading achievement.Educational Psychology,34(2),119-132.
31.Haan,N.,Millsap,R.,&Hartka,E.(1986).As time goes by:Change and stability in personality over fifty years.Psychology and Aging,1(3),220-232.
32.Hao,P.,He,W.,&Long,L.R.(2018).Why and when empowering leadership has different effects on employee work performance:The pivotal roles of passion for work and role breadth self-efficacy.Journal of Leadership and Organizational Studies,25(1),85-100.
33.Hoffman,B.J.,&Woehr,D.J.(2006).A quantitative review of the relationship between person-organization fit and behavioral outcomes.Journal of Vocational Behavior,68(3),389-399.
34.Hong,Y.,Liao,H.,Raub,S.,&Han,J.H.(2016).What it takes to get proactive:An integrative multilevel model of the antecedents of personal initiative.Journal of Applied Psychology,101(5),687-701.
35.Kim,M.,&Beehr,T.A.(2017).Self-efficacy and psychological ownership mediate the effects of empowering leadership on both good and bad employee behaviors.Journal of Leadership and Organizational Studies,24(4),466-478.
36.Kristof-Brown,A.L.,&Stevens,C.K.(2001).Goal congruence in project teams:Does the fit between members'personal mastery and performance goals matter?.Journal of Applied Psychology,86(6),1083-1095.
37.Livesley,W.J.,&Larstone,R.(Eds.).(2018).Handbook of personality disorders:Theory,research,and treatment.New York:Guilford Publications.
38.Lovelace,K.J.,Manz,C.C.,&Alves,J.C.(2007).Work stress and leadership development:The role of self-leadership,shared leadership,physical fitness and flow in managing demands and increasing job control.Human Resource Management Review,17(4),374-387.
39.Luthans,F.,Norman,S.M.,Avolio,B.J.,&Avey,J.B.(2008).The mediating role of psychological capital in the supportive organizational climate-employee performance relationship.Journal of Organizational Behavior,29(2),219-238.
40.Matawale,C.R.,Datta,S.,&Mahapatra,S.S.(2017).Performance appraisement and benchmarking of leagility inspired enterprises:a fuzzy-based decision making approach.International Journal of Services and Operations Management,26(4),498-526.
41.McCrae,R.R.,&Costa,P.T.(1987).Validation of the five-factor model of personality across instruments and observers.Journal of Personality and Social Psychology,52(1),81-90.
42.Mcdougall,W.(1910).An introduction to social psychology.American Catholic Sociological Review,38(7),19-98.
43.McGregor,D.(1960).The human side of enterprise.New York:McGraw-Hill.
44.McGuire,D.(2014).Human resource development.London:Sage.
45.Nafukho,F.M.,Hairston,N.,&Brooks,K.(2004).Human capital theory:Implications for human resource development.Human Resource Development International,7(4),545-551.
46.Nixon,M.(2015).Servant leadership:Queen Esther And Mary Kay Ash.American Society of Business and Behavioral Sciences,22(1),331-341.
47.Nolan,C.T.,&Garavan,T.N.(2016).Human resource development in SMEs:A systematic review of the literature.International Journal of Management Reviews,18(1),85-107.
48.Saks,A.M.,&Gruman,J.A.(2014).What do we really know about employee engagement?.Human Resource Development Quarterly,25(2),155-182.
49.Schultz,D.P.&Schultz,S.E.(2013).Theories of Personality(10th Edition).Boston:Cengage Learning.
50.Seibert,S.E.,Wang,G.,&Courtright,S.H.(2011).Antecedents and consequences of psychological and team empowerment in organizations:a meta-analytic review.Journal of Applied Psychology,96(5),981-1003.
51.Shamir,B.,House,R.J.,&Arthur,M.B.(1993).The motivational effects of charismatic leadership:A self-concept based theory.Organization Science,4(4),577-594.
52.Supeli,A.,&Creed,P.A.(2014).The incremental validity of perceived goal congruence:The assessment of personorganizational fit.Journal of Career Assessment,22(1),28-42.
53.Swanson,R.A.(2001).Human resource development and its underlying theory.Human Resource Development International,4(3),299-312.
54.Vveinhardt,J.,&Gulbovaite,E.(2017).Models of congruence of personal and organizational values:How many points of contact are there between science and practice?.Journal of Business Ethics,145(1),111-131.
55.Witt,L.A.(1998).Enhancing organizational goal congruence:A solution to organizational politics.Journal of Applied Psychology,83(4),666-674.
56.Wu,C.H.,Parker,S.K.,Wu,L.Z.,&Lee,C.(2018).When and why people engage in different forms of proactive behavior:Interactive effects of self-construals and work characteristics.Academy of Management Journal,61(1),293-323.
57.Zacharatos,A.,Barling,J.,&Iverson,R.D.(2005).High-performance work systems and occupational safety.Journal of Applied Psychology,90(1),77-93.
58.Zhang,X.,&Bartol,K.M.(2010).Linking empowering leader shipandem ployeecreativity:Thein fluence of psychological empowerment,intrinsic motivation,and creative process engagement.Academy of Management Journal,53(1),107-128.
2.陈建安,程爽,陈明艳.(2017).从支持性人力资源实践到组织支持感的内在形成机制研究.管理学报,14(4),519-527.
3.克里斯·阿吉里斯.(2007).个性与组织.(郭旭力、鲜红霞译).北京:中国人民大学出版社.
4.刘蕴.(2016).道德型领导对员工帮助行为的影响机制--基于自我概念的视角.经济管理,38(1),84-93.
5.石冠峰,梁鹏.(2016).知识型员工工作自主性对建言行为的影响--领导正直度被中介的调节模型构建与检验.科技进步与对策,33(6),135-141.
6.严诚忠,沈铁群.(1998).员工人格管理--企业人力资源管理的新焦点.华东理工大学学报:社会科学版,(3),22-25.
7.章凯.(2002).成就目标与科学文本理解中的兴趣效应.教育研究与实验,(4),50-55.
8.章凯.(2003a).动机的自组织目标理论及其管理学蕴涵.中国人民大学学报,18(2),109-114.
9.章凯.(2003b).组织行为战略:管理变革的方向与动力.北京:经济管理出版社.
10.章凯.(2004).情绪的目标结构变化说与情感管理的发展.中国人民大学学报,18(3),126-131.
11.章凯.(2014).目标动力学:动机与人格的自组织原理.北京:社会科学文献出版社.
12.章凯,李朋波,罗文豪,张庆红,&曹仰锋.(2014).组织-员工目标融合的策略--基于海尔自主经营体管理的案例研究.管理世界,(4),124-145.
13.张瑞娟,孙健敏.(2014).创新导向人力资源管理实践:结构和测量.中国人力资源开发,(23),55-66.
14.赵富强,杨淑媛,陈耘,张光磊.(2017).工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用.中国人力资源开发,(9),81-96.
15.仲理峰.(2007).心理资本对员工的工作绩效、组织承诺及组织公民行为的影响.心理学报,39(2),328-334.
16.Argyris,C.(1964).Integrating the individual and the organization.New York:Wiley.
17.Avey,J.B.,Reichard,R.J.,Luthans,F.,&Mhatre,K.H.(2011).Meta-analysis of the impact of positive psychological capital on employee attitudes,behaviors,and performance.Human Resource Development Quarterly,22(2),127-152.
18.Bailey,C.,Madden,A.,Alfes,K.,&Fletcher,L.(2017).The meaning,antecedents and outcomes of employee engagement:A narrative synthesis.International Journal of Management Reviews,19(1),31-53.
19.Blustein,D.L.(2017).The psychology of working:Anew perspective for career development.Career Planning and Adult Development Journal,33(2),60-68.
20.Brewster,C.(2017).The integration of human resource management and corporate strategy.In Policy and Practice in European Human Resource Management(pp.22-35).London:Routledge.
21.Cerasoli,C.P.,Nicklin,J.M.,&Ford,M.T.(2014).Intrinsic motivation and extrinsic incentives jointly predict performance:A 40-year meta-analysis.Psychological Bulletin,140(4),980-1008.
22.Chiang,Y.H.,Shih,H.A.,&Hsu,C.C.(2014).High commitment work system,transactive memory system,and new product performance.Journal of Business Research,67(4),631-640.
23.Choi,Y.J.,Lee,C.,&Jacobs,R.L.(2015).The hierarchical linear relationship among structured on-the-job training activities,trainee characteristics,trainer characteristics,training environment characteristics,and organizational characteristics of workers in small and medium-sized enterprises.Human Resource Development International,18(5),499-520.
24.Costa Jr,P.T.,&McCrae,R.R.(1990).Personality:Another'hidden factor'is stress research.Psychological Inquiry,1(1),22-24.
25.Direnzo,M.S.,Greenhaus,J.H.,&Weer,C.H.(2015).Relationship between protean career orientation and worklife balance:A resource perspective.Journal of Organizational Behavior,36(4),538-560.
26.Dong,Y.,Bartol,K.M.,Zhang,Z.X.,&Li,C.(2017).Enhancing employee creativity via individual skill development and team knowledge sharing:Influences of dual-focused transformational leadership.Journal of Organizational Behavior,38(3),439-458.
27.Dweck,C.S.(1986).Motivational processes affecting learning.American Psychologist,41(10),1040-1048.
28.Dweck,C.S.,&Leggett,E.L.(1988).A social-cognitive approach to motivation and personality.Psychological Review,95(2),256-273.
29.Edwards,J.R.(1991).Person-job fit:A conceptual integration,literature review,and methodological critique.In Cooper,C.L.and Robertson,I.T.(Eds.),International Review of Industrial and Organizational Psychology(Vol.6,pp.283~357).Chichester,West Sussex,England:Wiley.
30.Froiland,J.M.,&Oros,E.(2014).Intrinsic motivation,perceived competence and classroom engagement as longitudinal predictors of adolescent reading achievement.Educational Psychology,34(2),119-132.
31.Haan,N.,Millsap,R.,&Hartka,E.(1986).As time goes by:Change and stability in personality over fifty years.Psychology and Aging,1(3),220-232.
32.Hao,P.,He,W.,&Long,L.R.(2018).Why and when empowering leadership has different effects on employee work performance:The pivotal roles of passion for work and role breadth self-efficacy.Journal of Leadership and Organizational Studies,25(1),85-100.
33.Hoffman,B.J.,&Woehr,D.J.(2006).A quantitative review of the relationship between person-organization fit and behavioral outcomes.Journal of Vocational Behavior,68(3),389-399.
34.Hong,Y.,Liao,H.,Raub,S.,&Han,J.H.(2016).What it takes to get proactive:An integrative multilevel model of the antecedents of personal initiative.Journal of Applied Psychology,101(5),687-701.
35.Kim,M.,&Beehr,T.A.(2017).Self-efficacy and psychological ownership mediate the effects of empowering leadership on both good and bad employee behaviors.Journal of Leadership and Organizational Studies,24(4),466-478.
36.Kristof-Brown,A.L.,&Stevens,C.K.(2001).Goal congruence in project teams:Does the fit between members'personal mastery and performance goals matter?.Journal of Applied Psychology,86(6),1083-1095.
37.Livesley,W.J.,&Larstone,R.(Eds.).(2018).Handbook of personality disorders:Theory,research,and treatment.New York:Guilford Publications.
38.Lovelace,K.J.,Manz,C.C.,&Alves,J.C.(2007).Work stress and leadership development:The role of self-leadership,shared leadership,physical fitness and flow in managing demands and increasing job control.Human Resource Management Review,17(4),374-387.
39.Luthans,F.,Norman,S.M.,Avolio,B.J.,&Avey,J.B.(2008).The mediating role of psychological capital in the supportive organizational climate-employee performance relationship.Journal of Organizational Behavior,29(2),219-238.
40.Matawale,C.R.,Datta,S.,&Mahapatra,S.S.(2017).Performance appraisement and benchmarking of leagility inspired enterprises:a fuzzy-based decision making approach.International Journal of Services and Operations Management,26(4),498-526.
41.McCrae,R.R.,&Costa,P.T.(1987).Validation of the five-factor model of personality across instruments and observers.Journal of Personality and Social Psychology,52(1),81-90.
42.Mcdougall,W.(1910).An introduction to social psychology.American Catholic Sociological Review,38(7),19-98.
43.McGregor,D.(1960).The human side of enterprise.New York:McGraw-Hill.
44.McGuire,D.(2014).Human resource development.London:Sage.
45.Nafukho,F.M.,Hairston,N.,&Brooks,K.(2004).Human capital theory:Implications for human resource development.Human Resource Development International,7(4),545-551.
46.Nixon,M.(2015).Servant leadership:Queen Esther And Mary Kay Ash.American Society of Business and Behavioral Sciences,22(1),331-341.
47.Nolan,C.T.,&Garavan,T.N.(2016).Human resource development in SMEs:A systematic review of the literature.International Journal of Management Reviews,18(1),85-107.
48.Saks,A.M.,&Gruman,J.A.(2014).What do we really know about employee engagement?.Human Resource Development Quarterly,25(2),155-182.
49.Schultz,D.P.&Schultz,S.E.(2013).Theories of Personality(10th Edition).Boston:Cengage Learning.
50.Seibert,S.E.,Wang,G.,&Courtright,S.H.(2011).Antecedents and consequences of psychological and team empowerment in organizations:a meta-analytic review.Journal of Applied Psychology,96(5),981-1003.
51.Shamir,B.,House,R.J.,&Arthur,M.B.(1993).The motivational effects of charismatic leadership:A self-concept based theory.Organization Science,4(4),577-594.
52.Supeli,A.,&Creed,P.A.(2014).The incremental validity of perceived goal congruence:The assessment of personorganizational fit.Journal of Career Assessment,22(1),28-42.
53.Swanson,R.A.(2001).Human resource development and its underlying theory.Human Resource Development International,4(3),299-312.
54.Vveinhardt,J.,&Gulbovaite,E.(2017).Models of congruence of personal and organizational values:How many points of contact are there between science and practice?.Journal of Business Ethics,145(1),111-131.
55.Witt,L.A.(1998).Enhancing organizational goal congruence:A solution to organizational politics.Journal of Applied Psychology,83(4),666-674.
56.Wu,C.H.,Parker,S.K.,Wu,L.Z.,&Lee,C.(2018).When and why people engage in different forms of proactive behavior:Interactive effects of self-construals and work characteristics.Academy of Management Journal,61(1),293-323.
57.Zacharatos,A.,Barling,J.,&Iverson,R.D.(2005).High-performance work systems and occupational safety.Journal of Applied Psychology,90(1),77-93.
58.Zhang,X.,&Bartol,K.M.(2010).Linking empowering leader shipandem ployeecreativity:Thein fluence of psychological empowerment,intrinsic motivation,and creative process engagement.Academy of Management Journal,53(1),107-128.