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论文编号：	7628
作者编号：	1120090731
上传时间：	2015/6/19 15:55:05
中文题目：	国有企业员工身份多元化形成及其影响机制研究
英文题目：	The Study of the Employee Identity Diversity of State-owned Enterprise Forming and Impacting Mechanism
指导老师：	崔勋
中文关键字：	国有企业；员工身份；多元化；员工身份多元化
英文关键字：	The State-owned Enterprise; Employee Identity; Diversity; The Employee Identity Diversity
中文摘要：	以哈德逊研究所1987年出版的“劳动力2000”的分析中提出的多元化的商业价值为标志，在世界范围内掀起了多元化研究的高潮。国有企业员工身份多元化是企业采取多种雇佣形式并对不同雇佣形式员工实行不同管理模式共同作用的结果。企业不同员工之间的差异本质上是关于员工就业、权利、流动、保险、福利等方面的问题，从而演变成了员工身份的重要特征。为更好的理解国有企业员工身份多元化的本质属性以及充分把握国有企业员工身份多元化带来的影响，本研究将从以下几点展开研究： 首先，对多元化的相关研究进行梳理和归纳。这里主要就关于多元化的概念、多元化的发展动因、多元化的研究范式、多元化的维度与测量、多元化的理论以及多元化带来的影响等相关文献进行了梳理和归纳。在综述时，本研究并没有把每一部分截然分开而是注重把这些内容结合起来进行系统分析，这样一方面可以更系统更深刻的理解完整的多元化知识，另一方面也可以帮助我们更准确的构建国有企业员工身份多元化的研究模型。其次，系统分析了国有企业员工身份多元化的演化。身份的社会建构属性决定了对国有企业员工身份多元化的研究必须起始于国有企业员工身份涵义的研究。本研究利用身份的相关理论并结合国有企业的特殊背景，构建了国有企业员工身份的涵义模型，并利用这个模型系统分析了从计划经济时期到国有企业员工身份置换之前的国有企业员工身份涵义的变迁。接下来分析了国有企业员工身份置换、国有企业员工身份多元化的出现，揭示了国有企业员工身份多元化是国有企业采取多种雇佣和针对不同雇佣实行不同管理模式的共同作用的结果。再次，利用已经构建的国有企业员工身份多元化的研究模型全面深刻的分析了国有企业员工身份多元化的本质属性、测量体系以及理论基础。国有企业员工身份多元化是基于员工身份差异上的多元化，不平等性是这种多元化的本质属性，接下来系统阐述了针对这种属性的员工身份多元化的测量理论基础、方法体系以及构建的以社会地位理论、制度理论和资源基础理论为框架的理论基础。接下来，系统分析了国有企业员工身份多元化的影响。利用相关研究文献结合国有企业的实际情境，本研究具体详实的分析了国有企业员工身份多元化在企业层次、在群体层次、在个体层次的影响，并据此构建了国有企业员工身份多元化的影响机制模型。最后，根据研究模型展开实证研究。通过实证研究一方面检验和验证了前面对国有企业员工身份多元化的相关论述，另一方面也发现了值得研究的新问题，再者，根据实证研究的结果也提出了一些实践建议。国有企业员工身份多元化是建立在国有企业员工身份属性基础上的多元化类型，有其独有的多元化特征，因而也决定了其独特的研究方法和理论体系。对国有企业员工身份多元化的系统研究以及相关实证结论不仅可以帮助人们正确理解国有企业员工身份多元化的属性特征以及影响，加深对国有企业员工身份多元化的认识，也有助于国有企业就如何加强和改进员工身份多元化的管理提供一些实践建议，另外对于丰富多元化相关理论体系也是一种有益的探索。
英文摘要：	In 1987, the Hudson Institute published "workforce 2000: Work and Workers in the 21st Century", in which it argued that workplace diversity was a topic deserving the attention of business managers for business reasons. This conclusion formed the basis of what was to become the business case for diversity. After that, the business case for diversity has become a more interesting management topic worldwide. The State-owned Enterprises (SOEs) adopt a variety of forms of employment and takes the management mode according to the employment form, so the staff identity diversity of SOEs emerges as a joint results. The differences between employees is connected to some identity issue, such as the employment mode , power, insurance, welfare of SOEs. For a better understanding of the attribute of the staff identity diversity of SOEs and its impacts on SOEs, I analysis the following issues step by step. First, I outline existing knowledge on the topic of diversity . I organize the review according to the concept of diversity, the motivation of diversity, the research paradigm of diversity, the dimension of diversity, the measurement of diversity, the theory of or about the diversity. as well as the effects of diversity . When I analyze each part, I always pay attention to how this part connects to other part. Doing this can make help us better understanding the comprehensively knowledge of the diversity, and it can also help us build the research model of the staff identity diversity of SOEs. Secondly, I analyze the evolution of the employ identity diversity of SOEs systematically. If we want to make a comprehensive study about the employee identity diversity of SOEs, we must base our research on the social construction of the employee identity of SOEs. I build the meaning model of the employee identity of SOEs based on the relevant theories of identity. Then I use this model to analyze the evolution of the employee identity of SOEs from the planned economy period to the period of the Employee Identity Replacement of SOEs.After the Employee Identity Replacement of SOEs, the meanings of the identity has changed. Then I analyze the process of emerging of the employee identity diversity of SOEs.The State-owned enterprises(SOEs) adopt a variety of forms of employment and take the management mode according to the employment forms,so the employee identity diversity of SOEs emerge as a joint results. Thirdly ,I elaborate the attribute , the measurement and the theories of the employee identity diversity of SOEs comprehensively . For a better understanding the richness attribute of the employee identity diversity of SOEs, I first describe the type of the staff identity diversity of SOEs as disparity, and then analyze the meaning and the attribute shape when the diversity reaches maximum and the operationalizations of the staff identity diversity of SOEs. After this I build the theory foundation of the employee identity diversity of SOEs including the Status Characteristics Theory, Institutional Theory and Resource-Based Theory. Fourthly, I analyze the implication which the employee identity diversity of SOEs can make. Making using of relevant researches, I specify the effects of the employee identity diversity of SOEs at the individual level, at the group level, at the organizational level respectively, and construct the corresponding influencing mechanism through which the employee identity diversity of SOEs makes implication for employees ,for the units ,for the organization. Finally, I make an empirical study on the relationship between the staff identity diversity of SOEs and the organization commitments. Doing this,on the one hand, can test and verify relevant knowledge about the employee identity diversity of SOEs discussed above, on the other hand, help find new avenue of future research. The employee identity diversity of SOEs is a special type of diversity based on disparity attribute of the employee identity of SOEs, so the research paradigm about this diversity is distinguish from others. I hope this study will deep our understanding of the attribute of the employee identity diversity of SOEs, and improve some knowledge about this diversity. Meanwhile, this study is a beneficial exploration to fertilize the knowledge about the diversity.
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