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论文编号：	2143
作者编号：	2120051903
上传时间：	2010/4/28 14:59:15
中文题目：	组织社会网络视角下核心员工保持策略研究
英文题目：	core employees, social network, job embeddedness，employees retention
指导老师：	袁庆宏
中文关键字：	核心员工 社会网络 工作嵌入 员工保持
英文关键字：	core employees, social network, job embeddedness，employees retention
中文摘要：	核心员工研究一直是人力资源管理研究的重点。一方面，由于其具有高组织绩效特征，在组织网络创造智力资本价值过程中处于关键地位，其流失对组织核心竞争力影响很大；另一方面，由于核心员工具有稀缺性，在人才竞争中往往是组织容易流失的高危群体。然而，传统的雇员离职研究在解释核心员工离职/保持时存在一定的不足，单纯的个体原子化的离职研究模式忽略了组织社会网络对员工保持的积极意义，不能真正解释“核心员工为什么选择留在组织”这一问题。因此，我们有必要在社会网络的视角下重新解释核心员工的保持行为。 在社会网络视角下研究核心员工保持是一个较新的研究领域，相关理论非常有限，故本研究采用理论演绎法展开研究。首先，本文从不同研究视角梳理了核心员工定义，并给出社会网络视角下核心员工的定义及特征；接着，回顾了社会网络的形成与演进、分析要素以及社会资本分析方法等理论；最后梳理了最新的离职研究倾向，引入Mitchell的“工作嵌入”分析模式，并分析了社会网络视角和员工保持结合的可行性。在理论回顾的基础上，本文从社会资本的视角下分析核心员工流失对组织及个人影响，引入基于“工作嵌入”的员工保持模式，并与传统保持因素做对比分析，最后提出了一系列基于“工作嵌入”的员工保持策略。此外，本文还对社会资本的过度积累造成的负面效应进行分析，进一步完善社会网络视角下核心员工保持策略。 在本文的研究中，社会网络的研究主线贯穿始终，试图从一种新的视角下阐述核心员工的定义、离职以及保持策略。本研究有效地结合了社会学中社会网络的概念和人力资源管理离职理论，提出了核心员工离职对组织社会资本的影响分析模式，并提出了组织社会网络视角下的核心员工保持模式。这些研究拓宽了核心员工理论研究的视角，这显然符合我国重视关系文化传统的企业实际，具有很大的实际意义。
英文摘要：	The research on core employees has being a focused topic in human resource management. On one hand, the core employees are characteristic of higher organizational performance, and entitled the key position for their networking status in creating the organizational intelligent capital, which makes it terrible for an organization that the core employees quit from the organization; On the other hand, because of their scarcity they can also be fierce attracted by other competitors in the talent market. However, the traditional research on employees’ turnover only focused on the personal and single factors, which neglected the social networking factors in the research of retention/turnover. As a result, the traditional review couldn’t explain the real reason for the core employees’ retention/turnover, which makes it necessary to research the topic under a new perspective------social network. The research on core employees’ retention from a social networking perspective is a recent area, and the reference is not enough for the full research, so this research uses deduction method. First, this research reviews the different definition of core employee from different perspective, and defines the core employee from the social network; second, the research reviews the principle of social network and analytical method; third, the research reviews the latest principle of employee’s turnover, especially in the combination of social factors and job factors; at last, the research reviews the job embeddedness mode. Based on these principles, the research analyses the loss for an organization as the loss of core employees from a social network perspective, and cites the job embeddedness mode to expect the decision on retention/turnover of these core employees, at last the research develops a series of strategies of the retention on core employees. Furthermore, the research analyses the negative impression as the collections of social capital, and then supports some effective suggestion to the job embeddedness mode, which makes the strategies more intact. In generally, the clue of social capital embeds each unit in thesis, from the definition of core employees to the strategies on employees’ retention. The research makes a successful attempt to cite the principle of social network into the human resource management, and developed a model to analyze the loss of organizations as key employees’ turnover. To be more important, the research developed a series of strategies to retain key employees from the social network perspective, which broadens the scope of human resource management and fits to the current practices.
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