新中国70年中国情境下人力资源管理研究知识图谱及展望
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摘要
本文借助可视化技术,通过关键词共现、聚类分析、文献共引分析等,定量地展示了新中国70年(1949—2018)国际和国内中国情境下人力资源管理领域研究的演进。基于该主题年度发文量将该领域SSCI期刊国际研究划分为二阶段:1990—2008年、2009—2018年,将该领域CSSCI期刊国内研究(1998年之前为CNKI期刊,仅占之后的13%)分为三阶段:引入探索阶段(1981—1997年)、系统深化阶段(1998—2008年)、同步创新阶段(2009—2018年)。对国内外中国情境下人力资源管理的研究论文进行共现分析,补充和验证既往基于定性综述的研究结论,定量地展示人力资源管理领域研究演进;通过比较不同阶段的研究热点,揭示我国人力资源管理研究前沿随时间变化的动态过程;最后,基于关键词战略图,对中国情境下人力资源管理研究热点的未来趋势进行了展望。
Since management guru Professor Peter Drucker's book on The Practice of Management put forward in 1954,"human resource" as a key management concept,human resource management(HRM) has attracted increasing attention from entrepreneurs and scholars.Since the publication of the first paper on human resource management from human resource accounting in a Chinese context in the 1981,there has been an extensive and increasingly sophisticated research literature on China's human resource management research system.On the one hand,the prosperity and development of China's economy,especially after Deng Xiaoping's 1992 Southern Tour and China's opening up,has accumulated rich practical experiences in HRM research,attracting the attention of scholars at home and abroad.The rapid development of China's economy and society has prompted HRM to make changes to work in the real-world environment.On the other hand,Professor Zhao Shuming systematically introduced western human resources management research to China by publishing a landmark book,International Business:Human Resource Management(Nanjing University Press) in 1992 and a subsequences stream of research over the next 26 years).In the 21 st century,with a large body of international mainstream research,especially informed by application of research methods and paradigm of western research on China's situation of human resource management,rich research achievements call out for a new review.China's HRM system and HRM research have been reviewed mainly a traditional qualitative method,depending on the author's subjective to develop a framework to organize the extant literature's content and themes; a few quantitative research reviews,focusing on domestic or foreign research and a review on specific human resource management theory research at home and abroad.There is a lack of a comprehensive review of domestic and foreign Chinese situation of human resource management research.What is also missing is a longer time span to reflect the historical evolution of HRM research China.In 2004,professor Chen Chamoe developed Cite Space information visualization software based on citation analysis theory and Java language,which has become the most distinctive and influential visualization information software in American information analysis.Compared with traditional qualitative review methods,the quantitative measurement and visualization of literature based on knowledge mapping theory and method offers a more comprehensive,intuitive and objective method for tracking and evaluating the research progress.With the help of quantitative and rigorous visualization tools based on the visualization software,we quantitatively demonstrate the evolution of research in the field of international and domestic Chinese human resource management from 1949 to 2018 by author co-occurrence,keyword co-occurrence,cluster analysis, keyword emergence,and literature co-citation analysis,supplementing and verifying previous research conclusions based on qualitative review; Furthermore,the study of international human resource management in China is divided into two stages,and the study of domestic human resource management is divided into three stages-introduction exploration stage(1949-1997),System enhancement stage(1998-2008),Synchronous innovation stage(2009-2018); By comparing the research hotspots in different periods,the dynamic development process of the research frontier of human resource management in China over time is revealed; keywords strategic maps are drawn and the prospect of future trends of Chinese human resource management research hotspot is predicted.
Since management guru Professor Peter Drucker's book on The Practice of Management put forward in 1954,"human resource" as a key management concept,human resource management(HRM) has attracted increasing attention from entrepreneurs and scholars.Since the publication of the first paper on human resource management from human resource accounting in a Chinese context in the 1981,there has been an extensive and increasingly sophisticated research literature on China's human resource management research system.On the one hand,the prosperity and development of China's economy,especially after Deng Xiaoping's 1992 Southern Tour and China's opening up,has accumulated rich practical experiences in HRM research,attracting the attention of scholars at home and abroad.The rapid development of China's economy and society has prompted HRM to make changes to work in the real-world environment.On the other hand,Professor Zhao Shuming systematically introduced western human resources management research to China by publishing a landmark book,International Business:Human Resource Management(Nanjing University Press) in 1992 and a subsequences stream of research over the next 26 years).In the 21 st century,with a large body of international mainstream research,especially informed by application of research methods and paradigm of western research on China's situation of human resource management,rich research achievements call out for a new review.China's HRM system and HRM research have been reviewed mainly a traditional qualitative method,depending on the author's subjective to develop a framework to organize the extant literature's content and themes; a few quantitative research reviews,focusing on domestic or foreign research and a review on specific human resource management theory research at home and abroad.There is a lack of a comprehensive review of domestic and foreign Chinese situation of human resource management research.What is also missing is a longer time span to reflect the historical evolution of HRM research China.In 2004,professor Chen Chamoe developed Cite Space information visualization software based on citation analysis theory and Java language,which has become the most distinctive and influential visualization information software in American information analysis.Compared with traditional qualitative review methods,the quantitative measurement and visualization of literature based on knowledge mapping theory and method offers a more comprehensive,intuitive and objective method for tracking and evaluating the research progress.With the help of quantitative and rigorous visualization tools based on the visualization software,we quantitatively demonstrate the evolution of research in the field of international and domestic Chinese human resource management from 1949 to 2018 by author co-occurrence,keyword co-occurrence,cluster analysis, keyword emergence,and literature co-citation analysis,supplementing and verifying previous research conclusions based on qualitative review; Furthermore,the study of international human resource management in China is divided into two stages,and the study of domestic human resource management is divided into three stages-introduction exploration stage(1949-1997),System enhancement stage(1998-2008),Synchronous innovation stage(2009-2018); By comparing the research hotspots in different periods,the dynamic development process of the research frontier of human resource management in China over time is revealed; keywords strategic maps are drawn and the prospect of future trends of Chinese human resource management research hotspot is predicted.
引文
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[12]Holton R.Human Resource Management of the People’s Republic of China [J].Management International Review,1990,30,(S):121-136.
[13]Wei L.Q.,and C.M.Lau.Market Orientation,HRM Importance and Competency:Determinants of Strategic HRM in Chinese Firms[J].The International Journal of Human Resource Management,2005,16,(10):1901-1918.
[14]Wang Z.M.,and S.Wang.Modelling Regional HRM Strategies in China:An Entrepreneurship Perspective[J].The International Journal of Human Resource Management,2008,19,(5):945-963.
[15]Kupka B.,and A.M.Everett.Moscow on the Hudson:Assessing Expatriates’ Affective Fit in Host Cultures with the Intercultural Communication Affinity Scale[J].European Journal of International Management,2008,2,(3):234-249.
[16]Bj?rkman I.,A.Smale,J.Sumelius,and et al.Changes in Institutional Context and MNC Operations in China:Subsidiary HRM Practices in 1996 versus 2006[J].International Business Review,2008,17,(2):146-158.
[17]Wei L.Q.,J.Liu,Y.Zhang,and et al.The Role of Corporate Culture in the Process of Strategic Human Resource Management:Evidence from Chinese Enterprises[J].Human Resource Management,2010,47,(4):777-794.
[18]Chen Y.,G.Tang,F.L.Cooke,and et al.How Does Executive Strategic Human Resource Management Link to Organizational Ambidexterity?An Empirical Examination of Manufacturing Firms in China[J].Human Resource Management,2016,55,(5):919-943.
[19]Cheung F,S.K.Tang,and S.Tang.Psychological Capital as a Moderator Between Emotional Labor,Burnout,and Job Satisfaction Among School Teachers in China[J].International Journal of Stress Management,2011,18,(4):348-371.
[20]Wei L.Q.,and C.M.Lau.Effective Teamwork at the Top:The Evidence from China[J].The International Journal of Human Resource Management,2012,23,(9):1853-1870.
[21]Zhang Z.B.Crowding Out Meritocracy?Cultural Constraints in Chinese Public Human Resource Management[J].Australian Journal of Public Administration,2015,74,(3):270-282.
[22]Cooke F.L.,and Z.Lin.Chinese Firms in Vietnam:Investment Motives,Institutional Environment and Human Resource Challenges[J].Asia Pacific Journal of Human Resources,2012,50,(2):205-226.
[23]夏恩君,王素娟,王俊鹏.基于知识图谱的众筹研究现状及发展趋势分析[J].北京:科研管理,2017,(6):1-8.
[24]Sung S.Y.,and J.N.Choi.To Invest or Not to Invest:Strategic Decision Making Toward Investing in Training and Development in Korean Manufacturing Firms[J].The International Journal of Human Resource Management,2018,29,(6):2080-2105.
[25]Jiang J.,S.Wang,and S.Zhao.Does HRM Facilitate Employee Creativity and Organizational Innovation?A Study of Chinese Firms[J].The International Journal of Human Resource Management,2012,23,(19):4025-4047.
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