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论文编号：	1290
作者编号：	1120060730
上传时间：	2009/6/16 10:48:33
中文题目：	派遣用工的战略选择、制度构型和
英文题目：	the strategic option, institut
指导老师：	李新建
中文关键字：	派遣用工 权变观 战略选择 制度<
英文关键字：	labor Contracting Contingency
中文摘要：	自20世纪80年代以来，非正式用工在相关制度和产业环境中取得了较快的发展，并在组织层面不同程度地影响着相对稳定的正式用工模式。在这其中，以三方雇佣关系为代表的劳务派遣，通过其外部规模性和范围性的潜在优势，更加显著地作用于特定的产业结构、劳动力市场、用工组织和相关劳动力群体，并对传统的二元雇佣和劳动关系造成了一定的冲击。然而在另一方面，派遣用工的外部性和临时性制度特征也客观上造成了其在实践过程中的复杂性和不确定性，从而制约了理论界对其研究的规范性和结论的一致性。 基于以上实践和研究背景，本文旨在通过对复杂事物及其现象的性质把握，探寻企业派遣用工过程中的一般性规律，以判断其在产业关系、雇佣关系和劳动关系，以及在组织衍化过程中的客观作用和表现形式。为此，本研究将分析单位确定在以用工方为代表的组织层次，明确了其在三方关系中的主导性作用；同时，选择从权变观的视角，全面、系统地审视组织对派遣用工的选择和实践过程，及其对正式用工的潜在影响。 本文首先分析了劳务派遣的一般性制度和资源构成，并对比分析了其与企业内部正式用工的现实差异，从而揭示出用工方为什么要对派遣用工进行必要的制度构型和资源整合。组织、职能和员工个人等层面上的竞争性关系，将潜在地影响到三方关系下的资源依赖和制度合理性程度，并相应地引发机会主义行为；对用工方而言，这将导致新的劳动关系矛盾，并可能束缚组织的可持续竞争能力。 在此基础上，本文进一步分析了企业对于派遣用工的两类选择动机，即表现为一定导向的战略选择，以及局部性、非系统性和阶段性的实践需要。其体现了组织的自主选择，并在很大程度上决定了派遣用工在用工方内部的组织化过程和专属性程度。企业对派遣用工的战略选择可能出于经济性和社会性的双重考虑，并相应地存在着权变的并存和交替性关系；相对地，出于实践需要的派遣用工，大多反映了企业对于外部环境变化或组织内部调整的临时性举措。 本文所提出的派遣用工制度构型，需要建立在用工方的战略选择基础上，并在具体的配置模式下与正式用工的制度构型相互契合。在混合型配置下，派遣用工与正式用工可能从事着相近的工作岗位，存在着相互合作与协调的工作关系，并体现出互补性和替代性的组织内部流动；两种用工模式的交互性明显，同时服务于相应的组织或系统目标。因此，用工方已有的制度构成和实践活动，将对派遣用工产生一定结构和程度的溢出效应，派遣员工的“外部人”身份随之弱化。 在独立型配置下，用工方可能完全依赖于市场化的人力资源配置，派遣用工将独立承担与现有组织流程相并行或衔接的职能或业务构成，并独自构成了区别于正式用工的工作系统。在此条件下，“外部人”与“内部人”在组织内部将形成相互分割的制度体系，彼此间缺乏显著的技术相关性、任务整体性和相互流动性。相应地，正式用工制度构成和实践活动对这部分派遣员工的溢出效应十分有限，并更多地反映出排他性的制度构型特征。同时，派遣方的市场化制度构成将成为派遣用工在独立型配置下的主要制度构型内容；派遣员工的外部流动性显著，而组织化程度则相对有限。 在特定的配置模式和制度构型条件下，派遣员工和劳务派遣服务中所包含的相关资源构成，可能与用工方内部的相关资源构成产生一定规模、范围和稳定性的资源整合；其中将包含相互关联的资源匹配、互补和替代路径。资源匹配主要表现为派遣员工与相关组织和物质资源的整合，能够直接产生一定规模和范围的经济性产出。资源互补路径主要表现为派遣与正式员工在相关组织流程上的相互合作，能够有效调节或丰富产出结构。资源替代路径则主要表现为派遣员工对正式员工的置换、过滤或更新过程，能够在有限组织投入的基础上，提升人力资源的价值效用。 综上所述，本文认为企业可能通过派遣用工来帮助其实现战略权变、制度重构和资源整合，并随之形成了外部雇佣的组织化过程，即所谓的派遣用工渗入模式。与此同时，组织内部和外部的诸多权变性因素将影响到派遣用工的渗入程度和导向；其中包括外部规制、产品市场竞争强度、劳动力市场供求状况，以及用工方的选择动机、制度构型和资源基础。在此基础上，派遣用工的渗入模式可能表现为相应的“强渗入”和“弱渗入”模式。 另外，本文在理论研究的基础上，选择以案例分析作为实证研究方法，通过作者实地调查所获得的一手案例来支持派遣用工的渗入模型。访谈法、观察法和信息搜集法的相互补充，使得作者能够从细节入手，全面、系统地探寻派遣用工在以A公司为代表的组织内部的权变性渗入过程；同时，也使得作者更加贴近于我国目前的实践背景，了解派遣用工在特定制度和产业环境中的发展现状。经过相关的描述性分析和归纳性总结，作者发现派遣用工在A公司内部表现出显著的强渗入模式特征，例如长期的混合型配置、明显的制度溢出，以及完整的资源整合过程。 作者在结论部分提出了派遣用工渗入模式的形成机理；其中包括宏观层面的产业关系、雇佣关系和劳动关系衍化，以及微观层面的战略权变、制度重构和资源整合。同时，作者还根据相关结论提出了一般性的研究建议，以及对于中国的现实启示。最后，作者对本研究中所存在的相关局限进行了归纳，并在此基础上提出了未来的研究方向。
英文摘要：	Non-standard employment has been penetrating in the industrial economy and societies since the end of the 20th century, and at the micro-level motivated by labors, employers and the intermediaries like temporary service agencies. Among all the alternative employment modes, contract labor is recognized most influential to the standard employment, given its possible scale and scope economy externally. For the increasing contingencies in the social and economic environment, the traditional industrial relations, employment relations and labor relations might be changing and should be reconsidered. In turn, the traditional stabilities are turning to the flexibilities promoted by both employers and labors at all levels. Labor contracting is generally reflected as the three-party employment relation, covering the temporary service agency, client company and contract labor, different from the traditional two-party employment relation. So far, this atypical employment has shown its remarkable growth potential around the world economies, in the labor markets and among the enterprises. Meanwhile, the three-party relationships also bring more complexities and uncertainties in terms of practice and theory. First, the temporary service agency might have a competitive resource dependency over the client company. Second, the external employment sometimes impacts the available inside organizational atmosphere and the relevant outcome socially and economically. Thus, in comparison with the strategic human resource management and labor relations, how should people recognize the probable orientations and causations inside the triangle? In other words, who has the final say in the external employment, and leads the institutional design for all the involved parties? To remove the still confusion over the labor contracting, this paper tries to go through the process of utilization purpose, institution configuration and resource integration on the part of the client company, manifesting the contingent characteristics of labor contracting. The writer believes that employment externalization might come from the strategic option of the client company, which can be in line with the integral or systematic strategy of the organization. Also the external employment may be only the ad hoc choice that cannot be institutionalized organizationally. In the first case, it is likely that the client company will have a penetrating contractor utilization characterized as holistic, continuous and systematic. In contrast, the client company will be more like a one-time buyer in the second case, with the contractor utilization characterized as partial, temporary and unsystematic. Given the divide in the utilization option, the strategic selector may have a further institution configuring over the labor contracting, which might be staffed in the ways of mixing and segmentation with the reference of the standard employment. In the mixed staffing, the insider and outsider will be under the common strategic orientation, and share the integral systematic process and the relevant mission targets. Also the two groups of people will have a mutual referring and the extending interaction in the internal activities. Given this premise, there might be a spillover effect from the standard employment towards the contractors, both in terms of structure and degree. As a result, the outsiders tend to be more like the insiders, and the potential cognition differences will be gradually replaced by the mutual realization. In the segmented staffing, the outsiders will independently shoulder the internal function such as the logistics, sanitation and sales work, which makes them staffed in the parallel or aligned organization process and form the exclusive working system. Given this premise, the contractors will be more characterized as the outsiders for the organizational identity and institutionalized externally. Correspondingly, the import of the external contractor will not significantly undermine the insiders of the client company. Although it is still from the strategic option, labor contracting here will be in a clear contrast against the standard employment. In turn, being a business organization, the client company expects the economic utility from the agencies and the contractors for the relevant option. From the strategic perspective, there might be a clear resource integration process including resource match, complementation and substitution, in the dimensions of scale, scope and stability. Furthermore, the staffing approach and institutional configuration will promote the accomplishment of the resource integration throughout the three steps consecutively. For the resource match, the human resource of the contractors will first match the organizational and material resources from the client company, directly making the economic outcomes. For the resource complementation, the contractors and the regular employees at the client company will together form a cooperative working relationship, enriching the structure of the economic outcome. For the resource substitution, the contractors might replace, filter out or update the regular employees. In short, to a certain degree, the client company can achieve the resource readjustment for the sake of external force. Given the utilization motive and the practical process, the paper raises the theoretical model of the contractor utilization for the client company. It signifies that the external employment may not merely stay at the peripheral layer of, or be excluded by the organization. Actually, the external institutions and resources can effectively and efficiently modify the organization in the specific orientation. On the other hand, the penetration of labor contracting into a certain organization should be realistically viewed with all the possible contingent elements, such as external regulation, market competition, labor supply and the resource basis of the agencies. Having the theoretical analysis, the paper presents a case study obtained by the writer’s field work in a multinational corporation in China making wide use of contract labors. Through the detailed descriptive analysis, the theoretical model is solidified on the practical justification, which is vital to the validity of the research conclusions of the paper. In the end, the paper from the macro and micro perspectives concludes by the normative suggestions to the field parties and the fundamental logic for the penetration mode of labor contracting. Finally, the writer points out the existing limitations throughout the paper as well as the future direction of the relevant study over the general and Chinese practice.
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