民营企业雇佣关系模式关键影响因素的多案例研究

发布时间：2018-03-12 23:25

本文选题：雇佣关系模式　切入点：人力资源管理实践　出处：《管理科学》2017年05期 　论文类型：期刊论文

【摘要】：近30年来,中国企业雇佣关系模式从传统的单一模式转变为工作导向和组织导向等多种模式并存。西方雇佣关系领域的研究和实践证实组织导向型雇佣关系模式是最优模式,然而中国情景下的众多企业倾向采取工作导向型。由于中国企业雇佣关系模式的形成过程与西方企业存在很大差异,西方学者的研究结论不能解释中国企业的现象,探讨中国情景下企业雇佣关系模式的关键影响因素具有必要性。已有理论研究和管理实践侧重关注企业雇佣关系模式的结果变量,但对其形成的关键影响因素分析未给予足够重视。运用最佳实践、高阶理论等观点,从多角度搭建企业雇佣关系模式关键影响因素及作用机制的分析框架;使用多案例研究方法,通过规范的质性分析技术,探讨广东省通信设备行业12家典型民营企业雇佣关系模式的关键影响因素及作用机制。研究结果表明,(1)企业雇佣关系模式受到承诺型人力资源管理实践、控制型人力资源管理实践、企业家风险偏好、企业家成就需要、企业工会实践和制度环境6个关键因素的影响;(2)各关键因素对不同类型雇佣关系模式的影响存在差异性;(3)阐明4种类型雇佣关系模式关键影响因素的作用机制,并发现各关键影响因素的作用机制存在差异性。在理论上,研究结果为探讨企业雇佣关系模式搭建了理论分析框架,丰富了雇佣关系模式前因变量方面的成果,拓展了研究空间,基于雇佣关系模式不同类型的划分描绘了企业雇佣关系模式关键影响因素路径图,将搭建的理论分析框架进行具体化。在实践上,研究结果从企业和政府两个角度,为企业选择和调整适合中国企业发展的雇佣关系模式提供了对策建议。
[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.
【作者单位】：南京财经大学工商管理学院;南京财经大学会计学院;南京大学商学院;
【基金】：国家自然科学基金(71332002) 教育部人文社会科学研究基金(17YJC630074) 江苏省教育厅高校哲学社会科学研究基金(2017SJB0231) 江苏高校优势学科建设工程(PAPD) 南京财经大学校级科研资助项目(KYC201623)~~
【分类号】：F426.6

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