Abstract: This paper expands the definition of human resource flexibility and enriches the research scenario of human resource flexibility, systematically constructs the relationship between human resource flexibility and financial institution innovation, and applies the quantitative analysis method to verify the relationship between human resource flexibility and financial institution innovation, to further deconstruct the “black box” problem in the process of the influence of strategic human resource management on organizational performance through human resource flexibility. In addition, it systematically constructs the relationship model between human resource flexibility and business innovation of financial institutions, and proposes and verifies that human resource flexibility is an important independent variable of human resource practice, affecting business innovation. The exploration ability and development ability of business innovation play an important role in the process of influencing the path. The role of intermediary variables is very prominent, and the complexity of the environment also regulates the role of human resources in business innovation. This paper provides a more clear thinking for exploring the path of the impact on organizational performance.

Key words: human resource flexibility, practice of commercial banks, structural equation model, business innovation

摘要： 通过扩展人力资源柔性定义丰富了人力资源柔性研究的场景，系统性构建了人力资源柔性与金融机构创新之间的影响关系，并运用定量分析方法进行了验证，进一步解构战略人力资源管理通过人力资源柔性对企业组织绩效影响过程中的“黑箱”问题。通过系统性构建人力资源柔性与金融机构业务创新影响关系模型，提出并验证人力资源柔性是人力资源实践影响业务创新的一个重要自变量，业务创新的探索能力和开发能力在影响路径过程中发挥重要作用，中介变量的角色定位非常突出，环境的复杂性也调节人力资源对业务创新的作用，为探讨对组织绩效影响的路径提供了更加清晰的思考。

关键词: 人力资源柔性, 商业银行实践, 结构模型, 业务创新