ABSTRACT

The relationship between HRM autonomy, business-like HRM, and performance in government agencies has been of interest in research for decades now. Using survey data from 365 respondents working in Dutch government agencies, we studied to what degree HRM autonomy is a necessary and sufficient condition for HRM integration, distinguished between vertical and organizational integration, and, consequently, HRM performance in agencies. The findings from structural equation modelling and necessary condition analysis show that HRM autonomy is necessary but not sufficient for HRM integration, while HRM integration is necessary and partly sufficient for HRM performance.

摘要

几十年来，人力资源管理自主权、商业化人力资源管理和政府机构绩效之间的关系一直是研究的热点。使用来自在荷兰政府机构工作的 365 名受访者的调查数据，我们研究了 HRM 自治在多大程度上是 HRM 整合的必要和充分条件，区分了纵向和组织整合，以及机构中的 HRM 绩效。结构方程模型和必要条件分析的结果表明，人力资源管理自主性对于人力资源管理整合是必要的但不充分，而人力资源管理整合对于人力资源管理绩效是必要且部分充分的。