互惠偏好视角下构建企业和谐劳动关系的微观机制研究
发布时间：2018-08-12 16:33
【摘要】：目前我国处于经济转型期,国家对国有经济的重新战略布局,使得国有企业改制逐步开展起来,这一转变给原本缺乏活力的企业注入了新鲜的血液,开始变得生机勃勃。但是同时也带来了一大批的问题,如大量人员的下岗,失业问题、“民工荒”问题以及群体化劳动争议纠纷增多等等,对社会稳定造成威胁,这些问题的出现都表明劳动关系已到了非调整不可的地步,同时这些问题也给构建和谐社会带来了影响,是必须而且亟待解决的焦点问题。针对这一问题,国内学者对其进行了广泛的研究,并取得了一定的成果,但是大多数学者对和谐劳动关系的研究主要集中在宏观层面上,很少涉及到微观层面。然而,从本质上来说,劳动关系指的是雇主和雇员之间权利与义务的安排,由于各自的权益而引起的合作与冲突的总和。雇主与雇员之间力量的博弈则是社会冲突的最基本内容。所以,首先要从微观层面上关注劳动关系,研究各利益主体之间的相互联系。鉴于此,本文运用理论研究、问卷调查、博弈论以及定量与定性相结合的研究方法,基于前人对互惠偏好和劳动关系的研究,首先分析了我国劳动关系现状及存在的问题,其次构建博弈模型分析员工与组织以及员工与员工之间发生互动的机理,得出了当企业员工具有互惠性偏好时,企业通过增加员工的保留收入及分享份额来改善员工的效用,使得员工主动努力工作的程度增加;在团队合作的过程中,当员工认为其他团队成员是友善的时候,就会选择合作,增加团队合作的力量;反之则选择不合作。最后通过建立结构方程模型,分析互惠偏好、心理契约以及激励机制之间的相互作用机理,从而探讨互惠偏好对和谐劳动关系构建的作用路径。研究结果显示:互惠性偏好在我国企业运作的过程中产生了一定程度上的正面影响,增加了员工心理契约的稳定,并且在一定程度上促进了企业激励机制的有效实施,而激励机制又反作用于心理契约,使得员工心理契约更加稳定,最终实现企业劳动关系的和谐。
[Abstract]:At present, our country is in the economic transition period, the national strategic layout to the state-owned economy, causes the state-owned enterprise reform to develop step by step, this transformation has injected the fresh blood to the original lack of vitality enterprise, began to become lively. But at the same time, it has also brought about a large number of problems, such as a large number of laid-off workers, unemployment, the problem of "shortage of workers" and the increase in disputes over collective labor disputes, and so on, which pose a threat to social stability. The emergence of these problems shows that labor relations have reached the point of necessary adjustment, and at the same time, these problems have also had an impact on the construction of a harmonious society, which is the focus problem that must be solved and urgently needed to be solved. In order to solve this problem, domestic scholars have carried out extensive research on it and achieved certain results. However, most of the scholars' research on harmonious labor relations is mainly focused on the macro level, but rarely on the micro level. In essence, however, labor relations refer to the arrangement of rights and obligations between employers and employees, the sum of cooperation and conflicts arising from their respective rights and interests. The game of power between employer and employee is the most basic content of social conflict. Therefore, first of all, we should pay attention to the labor relations from the micro level and study the interrelation among the stakeholders. In view of this, this paper uses theoretical research, questionnaire survey, game theory and quantitative and qualitative research methods, based on previous research on reciprocal preference and labor relations, first of all, it analyzes the current situation and existing problems of labor relations in China. Secondly, the game model is constructed to analyze the interaction mechanism between employees and organizations and between employees and employees. It is concluded that when employees have a reciprocal preference, enterprises can improve the effectiveness of employees by increasing their income and share. In the process of team cooperation, the employee chooses to cooperate and increase the strength of team cooperation when they think the other team members are friendly; otherwise, they choose not to cooperate. Finally, by establishing the structural equation model and analyzing the interaction mechanism among reciprocal preference, psychological contract and incentive mechanism, the paper discusses the path of reciprocal preference to the construction of harmonious labor relationship. The results show that reciprocal preference has a positive effect on the operation of Chinese enterprises to a certain extent, increases the stability of employees' psychological contract, and to a certain extent promotes the effective implementation of the incentive mechanism of enterprises. The incentive mechanism counteracts to the psychological contract, which makes the employee psychological contract more stable, and finally realizes the harmony of the enterprise labor relationship.
【学位授予单位】：重庆理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F249.26
本文编号：2179628
[Abstract]:At present, our country is in the economic transition period, the national strategic layout to the state-owned economy, causes the state-owned enterprise reform to develop step by step, this transformation has injected the fresh blood to the original lack of vitality enterprise, began to become lively. But at the same time, it has also brought about a large number of problems, such as a large number of laid-off workers, unemployment, the problem of "shortage of workers" and the increase in disputes over collective labor disputes, and so on, which pose a threat to social stability. The emergence of these problems shows that labor relations have reached the point of necessary adjustment, and at the same time, these problems have also had an impact on the construction of a harmonious society, which is the focus problem that must be solved and urgently needed to be solved. In order to solve this problem, domestic scholars have carried out extensive research on it and achieved certain results. However, most of the scholars' research on harmonious labor relations is mainly focused on the macro level, but rarely on the micro level. In essence, however, labor relations refer to the arrangement of rights and obligations between employers and employees, the sum of cooperation and conflicts arising from their respective rights and interests. The game of power between employer and employee is the most basic content of social conflict. Therefore, first of all, we should pay attention to the labor relations from the micro level and study the interrelation among the stakeholders. In view of this, this paper uses theoretical research, questionnaire survey, game theory and quantitative and qualitative research methods, based on previous research on reciprocal preference and labor relations, first of all, it analyzes the current situation and existing problems of labor relations in China. Secondly, the game model is constructed to analyze the interaction mechanism between employees and organizations and between employees and employees. It is concluded that when employees have a reciprocal preference, enterprises can improve the effectiveness of employees by increasing their income and share. In the process of team cooperation, the employee chooses to cooperate and increase the strength of team cooperation when they think the other team members are friendly; otherwise, they choose not to cooperate. Finally, by establishing the structural equation model and analyzing the interaction mechanism among reciprocal preference, psychological contract and incentive mechanism, the paper discusses the path of reciprocal preference to the construction of harmonious labor relationship. The results show that reciprocal preference has a positive effect on the operation of Chinese enterprises to a certain extent, increases the stability of employees' psychological contract, and to a certain extent promotes the effective implementation of the incentive mechanism of enterprises. The incentive mechanism counteracts to the psychological contract, which makes the employee psychological contract more stable, and finally realizes the harmony of the enterprise labor relationship.
【学位授予单位】：重庆理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F249.26
【引证文献】
相关会议论文 前1条
1 陈诗达;;和谐劳动关系的内涵[A];浙江省劳动和社会保障学会劳动关系问题研讨会暨2006浙江就业报告[C];2006年
，本文编号：2179628
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