本文選題：雇傭關系模式　切入點：人力資源管理實踐　出處：《管理科學》2017年05期 　論文類型：期刊論文

【摘要】：近30年來,中國企業(yè)雇傭關系模式從傳統(tǒng)的單一模式轉變?yōu)楣ぷ鲗蚝徒M織導向等多種模式并存。西方雇傭關系領域的研究和實踐證實組織導向型雇傭關系模式是最優(yōu)模式,然而中國情景下的眾多企業(yè)傾向采取工作導向型。由于中國企業(yè)雇傭關系模式的形成過程與西方企業(yè)存在很大差異,西方學者的研究結論不能解釋中國企業(yè)的現(xiàn)象,探討中國情景下企業(yè)雇傭關系模式的關鍵影響因素具有必要性。已有理論研究和管理實踐側重關注企業(yè)雇傭關系模式的結果變量,但對其形成的關鍵影響因素分析未給予足夠重視。運用最佳實踐、高階理論等觀點,從多角度搭建企業(yè)雇傭關系模式關鍵影響因素及作用機制的分析框架;使用多案例研究方法,通過規(guī)范的質(zhì)性分析技術,探討廣東省通信設備行業(yè)12家典型民營企業(yè)雇傭關系模式的關鍵影響因素及作用機制。研究結果表明,(1)企業(yè)雇傭關系模式受到承諾型人力資源管理實踐、控制型人力資源管理實踐、企業(yè)家風險偏好、企業(yè)家成就需要、企業(yè)工會實踐和制度環(huán)境6個關鍵因素的影響;(2)各關鍵因素對不同類型雇傭關系模式的影響存在差異性;(3)闡明4種類型雇傭關系模式關鍵影響因素的作用機制,并發(fā)現(xiàn)各關鍵影響因素的作用機制存在差異性。在理論上,研究結果為探討企業(yè)雇傭關系模式搭建了理論分析框架,豐富了雇傭關系模式前因變量方面的成果,拓展了研究空間,基于雇傭關系模式不同類型的劃分描繪了企業(yè)雇傭關系模式關鍵影響因素路徑圖,將搭建的理論分析框架進行具體化。在實踐上,研究結果從企業(yè)和政府兩個角度,為企業(yè)選擇和調(diào)整適合中國企業(yè)發(fā)展的雇傭關系模式提供了對策建議。
[Abstract]:In the past 30 years, the employment relationship model of Chinese enterprises has changed from the traditional single model to the co-existence of work orientation and organizational orientation, etc. The research and practice in the field of western employment relations have proved that the organizational employment relationship model is the best one. However, many enterprises in China tend to adopt a job-oriented approach. Because the formation process of the employment relationship model of Chinese enterprises is very different from that of western enterprises, the findings of western scholars cannot explain the phenomenon of Chinese enterprises. It is necessary to explore the key influencing factors of the employment relationship model in Chinese context. Theoretical research and management practice have focused on the outcome variables of the employment relationship model. However, it does not pay enough attention to the analysis of the key influencing factors. Using the best practice and higher order theory, this paper sets up the analysis framework of the key influencing factors and the mechanism of the employment relationship from many angles. Using a multi-case study method, through a standardized qualitative analysis technique, This paper discusses the key influencing factors and mechanism of employment relationship model of 12 typical private enterprises in communication equipment industry in Guangdong Province. The results show that the employment relationship model of Guangdong Province is under the commitment human resource management practice. Controlling Human Resource Management practice, Entrepreneur's risk preference, Entrepreneurial Achievement needs, The influence of the six key factors of the practice and institutional environment of the trade union on the different types of employment relations is different. 3) the mechanism of the key factors of the four types of employment relations is clarified. In theory, the research results set up a theoretical analysis framework for exploring the employment relationship model of enterprises, which enriches the results of the dependent variables before employment relationship model. The research space is expanded, based on the different types of employment relationship model, the path map of the key influencing factors of the employment relationship model is described, and the theoretical analysis framework is concretized. The results provide suggestions for enterprises to choose and adjust the employment relationship model suitable for the development of Chinese enterprises from the two angles of enterprise and government.
【作者單位】： 南京財經(jīng)大學工商管理學院;南京財經(jīng)大學會計學院;南京大學商學院;
【基金】：國家自然科學基金(71332002) 教育部人文社會科學研究基金(17YJC630074) 江蘇省教育廳高校哲學社會科學研究基金(2017SJB0231) 江蘇高校優(yōu)勢學科建設工程(PAPD) 南京財經(jīng)大學校級科研資助項目(KYC201623)~~
【分類號】：F426.6

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