贵州财经大学学报

贵州财经大学学报 ›› 2026 ›› Issue (05): 85-95.

• 工商管理 • 上一篇    

变革导向人力资源管理的维度结构与量表开发研究

张颂, 陈璐, 叶申   

  1. 电子科技大学 经济与管理学院, 四川 成都 610000
  • 收稿日期:2025-11-03 发布日期:2026-09-17
  • 作者简介:张颂(1991—),男，湖北黄冈人，电子科技大学经济与管理学院博士研究生,研究方向为组织变革、人力资源管理;陈璐(1971—),女，四川成都人，电子科技大学经济与管理学院教授,博士研究生导师,研究方向为领导理论、高层管理团队、组织创新和组织变革等；叶申（1997—），女，江西宜春人，电子科技大学经济与管理学院博士研究生,研究方向为组织变革、人力资源管理。
  • 基金资助:
    国家自然科学基金面上项目“绿色转型背景下员工感知企业漂绿研究：概念重构、前因及后效”（项目编号：72672020）；教育部人文社科西部项目“工作场所电子绩效监控系统应用的伦理困境：基于领导与员工的双重视角”（项目编号：25XJA630002）；教育部哲学社会科学重大专项项目：“数智化转型情境下中国企业组织变革理论的历史回顾、知识图谱和前沿问题研究”（项目编号：202612D2026）。

Research on the Dimensional Structure and Scale Development of Change-Oriented Human Resource Management

Zhang Song, Chen Lu, Ye Shen   

  1. School of Economics and Management, University of Electronic Science and Technology of China, Chengdu, Sichuan 610000, China
  • Received:2025-11-03 Published:2026-09-17

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摘要： 数智化时代组织持续变革逐渐常态化，然而现有变革导向人力资源管理（COHRM）研究多停留于概念探讨，缺乏植根本土情境、理论结构清晰且测量严谨的系统性成果，致使该领域的实证研究长期受困于构念模糊与工具匮乏的双重瓶颈。与既有研究依赖西方量表移植或单一职能视角不同，本研究立足中国转型企业独特情境，整合动态能力观与复杂适应系统理论，将COHRM建构为驱动组织适应性的核心管理系统，围绕“感知-捕捉-重构”动态逻辑，体现为六大协同实践维度。即感知型人力资源规划、捕捉型人才配置、赋能型培训开发、敏捷型绩效管理、激励型薪酬福利及韧性型劳动关系管理。遵循规范量表开发流程，通过60家转型企业多源质性资料扎根分析构建理论模型。经实证调查开发并验证含20题项的六维度测量工具，信度、收敛效度与区分效度均达优良标准。进一步预测效度检验表明，量表得分显著正向预测员工变革支持行为。文章从系统协同视角深化COHRM理论内涵，突破传统职能简单“变革化”包装，为中国情境相关实证研究提供信效度俱佳的本土化测量工具，兼具理论创新与实践指导价值。

关键词: 变革导向人力资源管理, 动态能力, 量表开发, 系统协同, 本土化研究

Abstract: Sustained organizational change has become normal practice in the digital and intelligent era. Nevertheless, existing research on Change-Oriented Human Resource Management (COHRM) mostly remains at the conceptual discussion stage. Systematic research grounded in the Chinese local context with clear theoretical frameworks and rigorous measurement approaches is scarce, leaving empirical studies in this field trapped in dual dilemmas of ambiguous constructs and insufficient measurement instruments for a long time. Unlike prior studies that simply adopt Western scales mechanically or adopt a single functional perspective, this study is rooted in the unique context of transitional enterprises in China. Integrating the dynamic capabilities view and complex adaptive system theory, this study conceptualizes COHRM as a core management system driving organizational adaptability. Following the dynamic logic of “sensing-seizing-transforming”, COHRM is decomposed into six coordinated practice dimensions: sensing-oriented human resource planning, seizing-oriented talent allocation, empowering training and development, agile performance management, incentive-oriented compensation and benefits, and resilient labor relations management.In strict accordance with standardized scale development procedures, a theoretical model is established through grounded analysis of multi-source qualitative data collected from 60 transitional enterprises. A six-dimensional measurement scale consisting of 20 items is developed and validated via empirical surveys, which demonstrates satisfactory reliability, convergent validity and discriminant validity. Additional predictive validity tests verify that scale scores exert a significantly positive predictive effect on employees’ change-supporting behaviors. From a systematic synergy perspective, this study enriches the theoretical connotation of COHRM and breaks away from the superficial “change-oriented modification” of traditional HR functions. It provides a reliable and valid localized measurement tool for relevant empirical research within the Chinese context, delivering both theoretical innovations and practical implications.

Key words: change-oriented human resource management, dynamic capabilities, scale development, systematic synergy, localized research

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