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论文编号：	7622
作者编号：	1120090730
上传时间：	2015/6/18 16:25:30
中文题目：	雇佣方式多元化下的企业雇佣策略选择机制研究
英文题目：	The Study of Enterprises Employment Strategy Selection Mechanism under the Situation of Employment Diversity
指导老师：	崔勋
中文关键字：	雇佣方式多元化；雇佣策略；人力资源柔性；多元雇佣；雇佣身份
英文关键字：	employment diversity; employment strategy; human resource flexibility; multi-employment; employment status
中文摘要：	从上个世纪的80年代初期开始，包括中国在内很多国家的雇佣格局和企业的雇佣策略都发生了重大的转变，这些变化与国内和国际环境的巨大变迁有着紧密的联系。这些环境的变化主要表现在：第一，全球化的兴起使企业所面临的更高的环境动态变化和降低成本的压力；第二，新技术革命的出现和知识的快速更新对很多企业的知识学习和创新能力提出了新的要求。在这两项环境变迁的影响下，很多国家的对非典型雇佣方式的使用限制开始不断的降低，其雇佣格局也因而从长期雇佣为主转为多种雇佣方式并重。 这些环境的变化深刻的影响了企业的人力资源管理政策，尤其是其中的雇佣策略部分。在雇佣方式日益多元化的格局中，企业拥有了更多可以选择的雇佣策略来提高自身在新环境中的竞争优势和适应能力，而在新的环境中企业应如何选择与其适配的雇佣策略就成为了企业管理实践和HRM理论研究的关键问题。国外的学者很早就开始从人力资源管理和组织行为学两个视角来对其开展研究，但到目前这一问题依然没有得到完全的解决。雇佣方式多元化和企业雇佣策略选择机制的研究对当前的中国企业同样具有着重要的意义：一方面，中国与其他发达国家一样也正处于雇佣方式多元化的进程之中，中国的企业同样面临着雇佣策略的选择问题；而另一方面，中国的雇佣方式多元化有着独特的制度背景，这需要在制定雇佣策略时考虑到中国情境的影响。为了回应环境变化带来的挑战，本文试图研究企业在当前环境中的雇佣策略选择机制，并分析中国特殊的制度背景对企业选择和制定雇佣策略的影响。为了实现这一研究目的，论文通过以下几方面的研究来进行：第一，分析中国雇佣方式格局变迁的过程与动力，并比较其与美日等国家之间的共同性与差异性。中国与其他国家同样处于雇佣方式多元化的进程中，但与其他国家不同的是中国的这一进程主要是由经济与社会体制的变迁这些内部环境的变化造成的，这使中国的雇佣方式多元化的发展存在着基于劳动力市场的多重制度分割的特征。第二，重新界定雇佣策略的涵义与特征。已有的研究中缺乏对雇佣策略的完整界定，所以本文根据研究的需要将雇佣策略界定为雇佣方式特征与雇佣管理特征两方面的维度，并分析这两个维度各自的管理意义。同时，通过整合已有的研究，对新出现的多元雇佣策略进行特征分析和形态归纳。第三，归纳企业选择雇佣策略的动因，并在此基础上探讨基于不同动因的雇佣策略选择机制。之前的雇佣策略研究将重点放在了雇佣策略的模型及其具有的功能上，而对企业选择和制定雇佣策略的初始动机关注不足。针对这一问题，本论文将从“动因—策略—结果”这一新的视角来开展研究。论文首先分析了任务环境与制度环境的特征对企业雇佣动因的影响，进而探讨在特定的雇佣动因或是复合动因下企业雇佣策略的选择机制及其能够实现的功能。第四，探讨雇佣策略实施的影响机制，尤其是对雇佣关系和员工行为的影响机制。雇佣策略改变会调整企业的运行方式，也会影响企业中的各种内部关系，可以说这些影响也是雇佣策略选择中的组成部分。本文这一部分探索导致不同雇佣类型的员工行为差异化的原因，并分析非典型员工的意向和企业的雇佣策略在其中起到的调节作用。第五，根据之前理论研究的内容构建研究假设，并进行实证分析来予以验证。论文的假设与实证研究主要从三个方面进行：组织层面，研究雇佣动因与雇佣策略特征之间的联系；个体层面，研究不同雇佣类型与意向类型的员工在行为机制上的差别；跨层研究，研究组织的雇佣动因与雇佣策略特征对员工行为的影响机制。最后，本文对以上各部分的理论分析和实证研究的结论和贡献进行总结，并阐述目前研究的不足和未来的研究方向。雇佣方式多元化的发展要求研究者对现有的人力资源管理和雇佣策略理论进行发展和完善，使其能够能加适用于当前的环境。本论文在这一研究进程中的主要贡献与创新包括：重新界定了雇佣策略的涵义，阐明了雇佣策略的类型与形态；转换了研究视角，构建了基于雇佣动因的企业雇佣策略选择机制；探讨了雇佣策略实施对企业运行的多重影响机制。
英文摘要：	Since the 1980s, in many countries the social employment structure and employment strategy have great changes, which have close relations with the huge environmental?transitions. Those environmental?transitions include: firstly, the rise of globalization make enterprises face higher environment dynamism and more pressure to cut labor costs; secondly, the emergence of new technology revolution and the knowledge quickly updating require many companies to have the abilities of fast knowledge learning and innovation. In the influence of these changes, the use restricts of atypical employments have been reducing in many countries, and the social employment structure have changed from the Long-term employment leading to the employment diversity. The environment transitions have a profound impact on the enterprise HRM, especially the part of employment strategy. Facing the diversity of employment, managers have more choices of employment strategy to improve the competitive?advantage and adaptive?capacity in new environment. So how to choose the right employment strategy becomes a key problem in theory studies and management practices. Foreign scholars have researched it from the perspectives of HRM and OB for a long times, but it still has no a confirm answer up to now. For the Chinese enterprises, the studies of employment strategy selection mechanism in the diversity of social employment structure is very important, too. One side, liking many developed countries, China is also in the process of employment diversity; and on the other side, Chinese employment diversity is developed under the special institutional background. This dissertation attempts to explore the employment selection mechanism of enterprises and analyze the influence of the Chinese special institutional factor to employment selection. To achieve this goal, this paper researches this problem via the following routes: Step one: this dissertation analyzes the process and force of social employment structure diversity in China, and compares the difference and similarity between China and other countries. Thought the social employment structure of China liking many other countries is becoming more diversified, the Chinese process is forced mainly by the inner factor of the changes of the economic and social system, which make the diversity of Chinese social employment structure have the character of multiple institution segmentation basing on the labor market. Step two: for the sake of study, this paper redefine the content of employment strategy. The existing researches lacks of perfect definition of employment strategy, so in this paper it is defined as the dimensionality of employment character and management character basing employment, those two part have different function in management practices. Moreover, this paper analyzes the characters and various kinds of multi-employment in the base of integrating the existing researches. Step three: Summarizing the motivations of enterprises choosing employment strategy as the base of the study of employment strategy selection mechanism. The past researches paid too much attention on the models and functions of employment strategies, there are no enough attention about the motivations of enterprises choosing employment strategy. In order to solve this situation, this paper studies this problem form motivation—strategy—function perspective. it analyzes the character of task environment and institutional?environment and the influences of them to the employment motivation, and then explores how to choose the right employment strategy to achieve the specific motivations and functions. Step four: studying the effect of employment strategy to the enterprises, especial to the employment relationships and the work attitudes and behaviors of employees. The implement of employment strategy no only adjust the way organizations running, but also change various inner relationships, which is part of choices of employment strategy. In this part, this paper studies the differentiation mechanism of employees behaviors, and analyzes the moderating effect of employee volition and employment motivation. Step five: Proposing hypothesis in the base of above researches, and then verifying those hypothesis through empirical research. The empirical research in this paper including three part: at the organization level, verifying the relations between employment motivations and employment strategy; at the employees level, studying the differentiation of behaviors mechanism between different kinds of employment and different kinds of volition; cross layer research, studying the mechanism of employment motivation and employment strategy to employees behaviors. In the end, this dissertation concludes the above research conclusions and contributions, and then expounds the limitations in it and the study plan in the future. The progress of employment diversity requests researches to develop the existing HRM and employment strategy theories to adapt to current?environment. The main contributions and?innovations of this dissertation concludes: Firstly, redefining the conception of employment strategy, and clarify the different kinds of configuration of it; secondly, changing the research perspective, propose the enterprises employment strategy selection mechanism basing on employment motivation; thirdly, exploring the compound influences of the implement of employment strategy to enterprises operation.
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