<p>[1]Volverda, H. W. 1998. Building the flexible firm. How to remain competitive. New York: Oxford University Press.</p>[2]Verdú, A. J. 2002. Relación entre flexibilidad y desempe&ntilde;o organizativo. Una aproximación desde la perspectiva de la gestión de la calidad total [Relationships between flexibility and organizational performance: An analysis from the TQM perspective]. Elche (Alicante): Ed. Universidad Miguel Hernández. <p></p>[3]Bhattacharya, M., Gibson, D.E., and Doty, D.H. (2005), ‘The Effects of Flexibility in Employee Skills,Employee Behaviors, and Human Resource Practices on Firm Performance,’ Journal of Management, 31, 622–640. <p></p>[4]BIRD A ，BEECHLER S．Link Between Business Strategy and Human Resource M anagement Strategy in U．S．一Based Japanese Subsidiaries：An Empirical Investigation[J]．Journal of International Business Studies，1995，26(1)：23～ 46． <p></p>[5]DELANNEY J T。HusEI ID M A．The Iimpact of Human Resource M anagement Practices on Perceptions of Perform ance in For-profit and Nonprofit Organizations[J]．Academy of Management Journal，1996，39(4)：949～ 969． <p></p>[6]Dyer，L．8L Reeves，T．Human resource strategies and firm performance：W hat do we know and where dowe need to go[J]．International Journal of Human Resource management，1995，6：656— 670． <p></p>[7]Becker B, Gerhart B. The impact of human resource management on organizational performance: p rogress and p rospects [ J ]. Academy of Management Journal. 1996, 39 (4) : 779 - 801. <p></p>

[此贴子已经被作者于2009-5-23 9:13:00编辑过]