零售企业灵活用工对员工绩效的影响研究
发布时间：2018-08-24 12:47
【摘要】：随着经济全球化的发展,进入经济转型期的中国,正在经历着经济结构的转型升级与产业结构的调整变迁,伴随着市场化、城镇化和科技发展的进程,我国城镇人口就业方式结构也发生了重大改变。中共十八大报告明确提出:“要贯彻劳动者自主就业、市场调节就业、政府促进就业的方针,鼓励多渠道多形式就业,增强就业稳定性,构建和谐劳动关系。”其中,灵活用工越来越受到重视,它是实现劳动力市场充分就业、降低企业用工成本的重要途径。但与此同时也出现了同工不同酬、低组织承诺、高流动性、低工作效率等问题,给企业人力资源管理提出了新的挑战。已有研究表明,灵活用工制度的实施与否对员工绩效有显著影响,但少有学者进一步探讨灵活用工不同维度分别对员工绩效的影响及其作用机理,本研究针对河南省采用灵活用工模式最广泛的零售行业作实证分析,试图打开灵活用工对员工绩效影响的“黑箱”,分析灵活用工不同维度对员工绩效的作用方向,在分析作用机理时引入中介变量-组织承诺,讨论引发员工产生高组织承诺、促进员工绩效提升的灵活用工方面的关键因素,对灵活用工带来的负面影响因素在制度和方法上进行修正和弥补,为企业人力资源管理在灵活用工方面把握员工心态,有的放矢的采取管理措施提供了实证依据,并从制度上和管理上为提升员工绩效和组织承诺提供了指导意义。本研究通过问卷调查收集了21家零售企业的203位员工的有效样本,运用SPSS 19.0软件进行数据分析以验证研究假设。研究结果表明:灵活用工对员工绩效有显著影响,其中,内、外部数量灵活性和外部化灵活性对员工绩效有负向预测作用,工资灵活性和功能灵活性对员工绩效有正向预测作用,组织承诺在灵活用工和员工绩效之间起部分中介作用。基于上述结论,企业为了更好运用灵活用工提升员工绩效,不能一味的追求低成本、高产出,要重视员工组织承诺,秉承“以人为本”和“效率优先”的原则,建议:(1)适度提升工资灵活性,建立长效激励机制;(2)发挥功能灵活性,为灵活用工人员提供“转正”机会;(3)发挥工会的引导作用,降低内、外部数量灵活性带来的低组织承诺。
[Abstract]:With the development of economic globalization, China is experiencing the transformation and upgrading of economic structure and the adjustment of industrial structure, accompanied by the process of marketization, urbanization and scientific and technological development. Our country urban population employment pattern structure has also taken place the important change. The report of the 18th National Congress of the Communist Party of China clearly put forward: "We should implement the policy of self-employment of workers, market regulation of employment, the government's policy of promoting employment, encourage multi-channel and multi-form employment, enhance the stability of employment, and build harmonious labor relations." Among them, more and more attention is paid to flexible employment, which is an important way to achieve full employment in the labor market and reduce the cost of employment in enterprises. But at the same time, the problems of equal pay, low organizational commitment, high mobility and low working efficiency have brought new challenges to enterprise human resource management. Previous studies have shown that the implementation of flexible employment system has a significant impact on employee performance, but few scholars further explore the different dimensions of flexible employment on employee performance and its mechanism. Based on the empirical analysis of the most widely used flexible employment model in Henan Province, this study attempts to open the "black box" of the influence of flexible employment on employee performance, and analyze the different dimensions of flexible employment on employee performance. In the analysis of the mechanism, the intermediary variable, organizational commitment, is introduced to discuss the key factors of flexible employment, which induce employees to produce high organizational commitment and promote employee performance. The negative factors brought about by flexible employment are revised and compensated in the system and method, which provides an empirical basis for the enterprise human resource management to grasp the employee mentality in flexible employment and to take management measures in a targeted manner. And from the system and management for the promotion of employee performance and organizational commitment to provide guidance. This study collected the valid samples of 203 employees from 21 retail enterprises by questionnaire, and used SPSS 19.0 software to analyze the data to verify the hypothesis of the research. The results show that flexible employment has a significant impact on employee performance, in which, internal, external, quantitative flexibility and externalization flexibility have a negative predictive effect on employee performance. Wage flexibility and functional flexibility have a positive predictive effect on employee performance, and organizations promise to play a part of intermediary role between flexible employment and employee performance. Based on the above conclusions, in order to make better use of flexible employment to improve employee performance, enterprises should not blindly pursue low cost, high output, pay attention to employee organizational commitment, adhere to the principles of "people-oriented" and "efficiency first". The suggestions are as follows: (1) to increase wage flexibility moderately and establish a long-term incentive mechanism; (2) to give full play to functional flexibility, and to provide "positive" opportunities for flexible employees; (3) to play a leading role of trade unions and to reduce the low organizational commitment brought by flexibility in both internal and external quantities.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F713.32
本文编号：2200865
[Abstract]:With the development of economic globalization, China is experiencing the transformation and upgrading of economic structure and the adjustment of industrial structure, accompanied by the process of marketization, urbanization and scientific and technological development. Our country urban population employment pattern structure has also taken place the important change. The report of the 18th National Congress of the Communist Party of China clearly put forward: "We should implement the policy of self-employment of workers, market regulation of employment, the government's policy of promoting employment, encourage multi-channel and multi-form employment, enhance the stability of employment, and build harmonious labor relations." Among them, more and more attention is paid to flexible employment, which is an important way to achieve full employment in the labor market and reduce the cost of employment in enterprises. But at the same time, the problems of equal pay, low organizational commitment, high mobility and low working efficiency have brought new challenges to enterprise human resource management. Previous studies have shown that the implementation of flexible employment system has a significant impact on employee performance, but few scholars further explore the different dimensions of flexible employment on employee performance and its mechanism. Based on the empirical analysis of the most widely used flexible employment model in Henan Province, this study attempts to open the "black box" of the influence of flexible employment on employee performance, and analyze the different dimensions of flexible employment on employee performance. In the analysis of the mechanism, the intermediary variable, organizational commitment, is introduced to discuss the key factors of flexible employment, which induce employees to produce high organizational commitment and promote employee performance. The negative factors brought about by flexible employment are revised and compensated in the system and method, which provides an empirical basis for the enterprise human resource management to grasp the employee mentality in flexible employment and to take management measures in a targeted manner. And from the system and management for the promotion of employee performance and organizational commitment to provide guidance. This study collected the valid samples of 203 employees from 21 retail enterprises by questionnaire, and used SPSS 19.0 software to analyze the data to verify the hypothesis of the research. The results show that flexible employment has a significant impact on employee performance, in which, internal, external, quantitative flexibility and externalization flexibility have a negative predictive effect on employee performance. Wage flexibility and functional flexibility have a positive predictive effect on employee performance, and organizations promise to play a part of intermediary role between flexible employment and employee performance. Based on the above conclusions, in order to make better use of flexible employment to improve employee performance, enterprises should not blindly pursue low cost, high output, pay attention to employee organizational commitment, adhere to the principles of "people-oriented" and "efficiency first". The suggestions are as follows: (1) to increase wage flexibility moderately and establish a long-term incentive mechanism; (2) to give full play to functional flexibility, and to provide "positive" opportunities for flexible employees; (3) to play a leading role of trade unions and to reduce the low organizational commitment brought by flexibility in both internal and external quantities.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F713.32
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