Recently, Professor Shang Hangbiao from the NEFU College of Economics and Management, in cooperation with Professor Li Weining and a doctoral student Yang Xuelei from the South China University of Technology, published a paper entitled "How Does the Strategic Human Resource Management Strategy Influence Organizational Routing Updating? Interpretation from the Perspective of Employees' Affective Response" inManagement World(an academic journal sponsored by the Development Research Center of the State Council andit is known as the only "top management journal" in China in the evaluation of journals of the Chinese Academy of Social Sciences), with the NEFU College of Economics and Management as the first affiliation. Thiswas the second time thatProfessor Shang has published a paper inManagement Worldas the first authorin recent years. It proposes the affective impact process model when reshaping organizational routines through strategic human resource management strategies in the process of strategic change implementation, and has certain theoretical and practical implications in promoting corporate transformation and upgrades to accelerate the building of world-class enterprises in China. Many companies such as China FAW Group Corporation, Beijing Tongrentang Group, Huawei, Midea and Haier have tried to promote the implementation of strategic change through strategic humanresourcemanagementstrategies including all-stuff competitions for positions, SST and OCE system and HRSSC system, etc.. While some of these measures succeeded, some didn’t, even drove plenty of key employees to quit, leading to difficulties in implementing strategic change and making it difficult to maintain business operations.

How to effectively implement key human resource management strategies in reshaping organizational routines is an urgent problem waiting to be solved both theoretically and practically. This paper demonstrates the double-edged sword effect of the strategic human resource management strategies through the tracking of comparative case studies in reshaping organizational routines, systematically illustrates whether and how the strategic human resource management strategies couldwork, and reveals its logical structure and mechanism (as the picture shown below). The major practical insights of the research are: first, we should not only focus on the implementation of the strategic human resource management strategies, but the development of that strategy as well. Second, the legitimacy of the change implementation strategy is the key to driving the employees’ initiatives, and the effective means and the solution for managers and decision-makers to impact the employee behavior.

More info:http://www.mwm.net.cn/web/xq?leafId=226&docId=4202