企业雇佣关系协调实践对雇佣质量影响研究
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摘要
本研究重点讨论在我国企业在面临全球竞争、产业转型和技术变革、劳动力市场结构转型、员工工作价值观变化等复杂的内、外部环境的背景下，如何整合传统劳动关系理论和人力资源管理的理论，从企业雇佣关系的目的考虑，重新构建企业雇佣关系协调实践的概念并划分其维度。同时，本研究还在上述理论整合的基础上，讨论了企业雇佣质量的概念及测量问题。基于整合的企业雇佣关系协调实践和企业雇佣质量的概念，本研究还从劳动关系氛围和心理契约的视角讨论二者在企业雇佣关系协调实践与雇佣质量之间的中介作用。
本研究的第一章作为绪论，首先分析了当前我国企业雇佣关系所面临的复杂的现实背景和理论背景，主要表现为：转型过程中劳动争议和冲突数量在剧增；劳动力市场结构开始转型，结构性的劳动力供给不足开始成为很多行业面临的巨大挑战；社会转型过程中成长的新生代员工逐渐成为企业就业主体，导致人力资源多样化给很多企业带来管理难题；劳动法律不健全，且存在负面的外部效应；企业在经营领域还面临着国际竞争加剧、产业升级的挑战。与此同时，第一章还指出，在理论研究中尚缺乏对企业层次雇佣关系研究的关注，对雇佣质量的研究也主要集中于宏观领域，而且在雇佣关系协调实践领域，传统劳动关系的研究与人力资源管理的研究也未得到有效地整合。在现实与理论的基础上，本研究提出了以下关键的研究问题：在企业层次开展雇佣关系的研究应该持有何种研究视角？如何衡量企业的雇佣质量？如何将传统的劳动关系理论与人力资源管理理论有效整合，系统考虑企业雇佣关系协调实践的内涵与维度？企业雇佣关系协调实践通过何种路径对雇佣质量产生何种影响？为了解决这些问题，第一章设计了本研究的整体思路及研究框架。
第二章系统回顾了雇佣关系的相关基础理论，以期解决绪论了提出的研究视角问题。此部分内容首先辨析了雇佣关系的相关概念，强调雇佣关系不仅仅包括传统理论关注的经济契约，还包括心理契约的成分。然后，回顾了马克思主义、一元主义和多元主义的研究视角及对应的劳动过程控制、人力资源管理和投入-产出研究方式，并重点回顾了传统雇佣关系理论中最为重要的多元主义视角下的劳动关系系统理论。最后，通过对各种理论的辨析，本研究认为应该从雇佣关系的目的而非起点或过程的角度，从效率、公平和发言权的视角去整合传统的劳动关系理论和人力资源管理理论。
第三章主要企业雇佣质量的概念及其测量问题。此部分内容首先系统回顾了当前在宏观和微观层次与雇佣质量相关的研究，并基于第二章的理论比较与整合分析构建了一个包括企业、员工、企业与员工之间互动三个层次，态度和行为或结果两种视角，效率、公平和发言权三种目的的分析框架，对既有的相关研究做了评述，最后提出了全新的企业雇佣质量的概念和测量的构思，同时重点关注了劳动关系氛围、心理契约满足、工作满意度、情感承诺和工作绩效等关键的变量。
第四章主要讨论企业雇佣关系协调实践的概念界定及维度整合问题。此部分内容首先重点回顾了当前基于人力资源管理视角下的协调企业雇佣关系的各种人力资源管理实践，然后回顾了基于传统劳动关系视角下的员工参与实践。最后，基于战略人力资源管理的范式、AMO的框架和效率、公平和发言权的目的，论文界定了企业雇佣关系协调实践的概念，并提出了控制基础、能力提升、动机提升和参与机会的维度划分。
第五章为实证研究的研究设计部分。基于社会交换理论和社会信息处理模型，本研究构建了企业雇佣关系协调实践、心理契约满足、劳动关系氛围、工作满意度、情感承诺和工作绩效的实证框架，并分别基于心理契约满足三个维度（交易、信任和平衡）和劳动关系氛围四个维度（对立、双赢、漠视和参与）的中介假设。此部分内容还具体讨论了操作化研究变量、量表开发、样本获取等具体问题。
第六章为数据分析部分。通过描述性统计分析、方差分析、因子分析和回归分析的方法，此部分内容基本验证了第五章中提出的系列假设，基本证明心理契约满足和劳动关系氛围能够中介CAMO的雇佣关系协调实践与工作满意度、情感承诺、任务绩效和周边绩效之间的关系。
第七章为本研究的结论部分。除了系统综述本文的研究结论以外，这部分内容还讨论了部分假设没有得到验证的理论，并总结了论文的主要理论创新和存在的不足，提出了进一步研究的方向。
The study integrates traditional labor relations theories and human resourcemanagement theories, to reconstruct the concepts and measurements of corporateemployment relations coordination practices and corporate employment quality, in thecomplex context of global competition, industry transition, technology change, labormarket transition and changing work values. Also, the study discusses the casualrelationships between the two reconstructed concepts and discusses the mediatingeffects of labor relations climate and psychological contract.
As an introduction part, chapter1analyses the complex realistic and theoreticalbackgrounds of Chinese corporate employment relations. The realistic backgroundsinclude:(1) There is and dramatic increase in the number of labor dispute and laborconflict;(2) During the transition of labor market, structural labor shortage has beenthe challenge of many industries;(3) Human resource diversity brings manymanagement problems because the new generations who grew up in the socialtransition period has become the majority of firm workers;(4) The labor legal systemis still unsound and has many negative external effects;(5) The firm faces manychallenges of increasing international competition and industry upgrade. At the sametime, there are some theoretical defects:(1) Most researches focus on the macroarea, and pay less attention to the employment relations in the corporate level;(2)Most researches about employment relations coordination practices didn’t integratethe traditional labor relations theories and human resource management theories.Based on the backgrounds, chapter1put forwards the following research questions:(1) what is the research paradigm in the employment relations research in corporatelevel?(2) How to measure the employment quality?(3) How to integrate traditionallabor relations theories and human resource management theories and to construct theconcept and dimensions of employment relations coordination practices?(4) What isthe path about the influence of corporate employment relations coordination practiceson employment quality? To answer the above questions, chapter1designs the research framework.
Chapter2reviews the basic theories about employment relations, to find the researchperspective in this study. This chapter firstly differentiates relating concepts ofemployment relations, and emphasizes that employment relations not only include theelement of economic contracts, but also include the element of psychologicalcontracts. Than, this chapter reviews the three kinds of research perspectives such asMarxism, Unitarism and Pluralism, and the corresponding three kinds of researchparadigm such as labor process control, human resource management andinvestment-output paradigm. This chapter also focuses on the labor relations systemtheories. Finally, this chapter suggests that the research focus of employment relationsshould be the objectives of employment relations, and the traditional labor relationstheories and human resource management theories should be integrated under theparadigm of efficiency, justice and voice.
Chapter3discusses the concept and measurement of corporate employment quality.Firstly, this chapter reviews the relating studies about employment quality in bothmacro and micro level. Then, this chapter construct an analyzing frameworkincluding three level of corporate, employee and the interaction between corporateand employee, two kinds of perspectives such as attitudes and behaviors/outcomes,and three kinds of objectives such as efficiency, justice and voice. Based on theframework, this chapter gives comments on relating studies, and put forward a newidea about the concept and measurement of corporate employment relations. Also,this chapter focuses on the key indicators such as labor relations climate,psychological contract fulfillment, job satisfaction, affective commitment and jobperformance.
Chapter4discusses the concept and dimensions integration of corporate employmentrelations coordinating practices. This chapter firstly reviews many human resourcemanagement practices which are mainly by the human resource managementperspectives, and then reviews some employment participation practices which are bythe labor relations perspectives. Finally, by the strategic human resource managementparadigm, the AMO framework and the objectives of efficiency, justice and voice,this chapter defines the concept of corporate employment relations coordinating practices and suggests the dimension of control base, ability improve, motivationimprove and participation opportunity.
Chapter5is the research design of empirical research. Based on the socialinformation processing model and social exchange theory, this chapter suggests theempirical research framework about corporate employment relations coordinatingpractices, psychological contract fulfillment, labor relations climate, job satisfaction,affective commitment and job performance. This chapter also discusses the stepsabout variable operation, scale development and samples.
Chapter6is data analyzing part. By using methods such as descriptive analysis,ANOVA analysis, factor analysis and regression analysis, this chapter confirms mostresearch hypothesizes, and confirms that there are mediating effects of psychologicalcontract fulfillment and labor relations climates on the CAMO relationships betweenscorporate employment relations coordinating practices and outcomes such as jobsatisfaction, affective commitment and job performance.Chapter7is the conclusion part of this study. Besides the systematically overview theresearch findings of above chapters, this chapter also discusses those hypothesis thatare not confirmed, and gives summary of the main theoretical innovation and researchdeficiencies. This chapter also puts forward the research direction in the futureresearch.
本研究的第一章作为绪论，首先分析了当前我国企业雇佣关系所面临的复杂的现实背景和理论背景，主要表现为：转型过程中劳动争议和冲突数量在剧增；劳动力市场结构开始转型，结构性的劳动力供给不足开始成为很多行业面临的巨大挑战；社会转型过程中成长的新生代员工逐渐成为企业就业主体，导致人力资源多样化给很多企业带来管理难题；劳动法律不健全，且存在负面的外部效应；企业在经营领域还面临着国际竞争加剧、产业升级的挑战。与此同时，第一章还指出，在理论研究中尚缺乏对企业层次雇佣关系研究的关注，对雇佣质量的研究也主要集中于宏观领域，而且在雇佣关系协调实践领域，传统劳动关系的研究与人力资源管理的研究也未得到有效地整合。在现实与理论的基础上，本研究提出了以下关键的研究问题：在企业层次开展雇佣关系的研究应该持有何种研究视角？如何衡量企业的雇佣质量？如何将传统的劳动关系理论与人力资源管理理论有效整合，系统考虑企业雇佣关系协调实践的内涵与维度？企业雇佣关系协调实践通过何种路径对雇佣质量产生何种影响？为了解决这些问题，第一章设计了本研究的整体思路及研究框架。
第二章系统回顾了雇佣关系的相关基础理论，以期解决绪论了提出的研究视角问题。此部分内容首先辨析了雇佣关系的相关概念，强调雇佣关系不仅仅包括传统理论关注的经济契约，还包括心理契约的成分。然后，回顾了马克思主义、一元主义和多元主义的研究视角及对应的劳动过程控制、人力资源管理和投入-产出研究方式，并重点回顾了传统雇佣关系理论中最为重要的多元主义视角下的劳动关系系统理论。最后，通过对各种理论的辨析，本研究认为应该从雇佣关系的目的而非起点或过程的角度，从效率、公平和发言权的视角去整合传统的劳动关系理论和人力资源管理理论。
第三章主要企业雇佣质量的概念及其测量问题。此部分内容首先系统回顾了当前在宏观和微观层次与雇佣质量相关的研究，并基于第二章的理论比较与整合分析构建了一个包括企业、员工、企业与员工之间互动三个层次，态度和行为或结果两种视角，效率、公平和发言权三种目的的分析框架，对既有的相关研究做了评述，最后提出了全新的企业雇佣质量的概念和测量的构思，同时重点关注了劳动关系氛围、心理契约满足、工作满意度、情感承诺和工作绩效等关键的变量。
第四章主要讨论企业雇佣关系协调实践的概念界定及维度整合问题。此部分内容首先重点回顾了当前基于人力资源管理视角下的协调企业雇佣关系的各种人力资源管理实践，然后回顾了基于传统劳动关系视角下的员工参与实践。最后，基于战略人力资源管理的范式、AMO的框架和效率、公平和发言权的目的，论文界定了企业雇佣关系协调实践的概念，并提出了控制基础、能力提升、动机提升和参与机会的维度划分。
第五章为实证研究的研究设计部分。基于社会交换理论和社会信息处理模型，本研究构建了企业雇佣关系协调实践、心理契约满足、劳动关系氛围、工作满意度、情感承诺和工作绩效的实证框架，并分别基于心理契约满足三个维度（交易、信任和平衡）和劳动关系氛围四个维度（对立、双赢、漠视和参与）的中介假设。此部分内容还具体讨论了操作化研究变量、量表开发、样本获取等具体问题。
第六章为数据分析部分。通过描述性统计分析、方差分析、因子分析和回归分析的方法，此部分内容基本验证了第五章中提出的系列假设，基本证明心理契约满足和劳动关系氛围能够中介CAMO的雇佣关系协调实践与工作满意度、情感承诺、任务绩效和周边绩效之间的关系。
第七章为本研究的结论部分。除了系统综述本文的研究结论以外，这部分内容还讨论了部分假设没有得到验证的理论，并总结了论文的主要理论创新和存在的不足，提出了进一步研究的方向。
The study integrates traditional labor relations theories and human resourcemanagement theories, to reconstruct the concepts and measurements of corporateemployment relations coordination practices and corporate employment quality, in thecomplex context of global competition, industry transition, technology change, labormarket transition and changing work values. Also, the study discusses the casualrelationships between the two reconstructed concepts and discusses the mediatingeffects of labor relations climate and psychological contract.
As an introduction part, chapter1analyses the complex realistic and theoreticalbackgrounds of Chinese corporate employment relations. The realistic backgroundsinclude:(1) There is and dramatic increase in the number of labor dispute and laborconflict;(2) During the transition of labor market, structural labor shortage has beenthe challenge of many industries;(3) Human resource diversity brings manymanagement problems because the new generations who grew up in the socialtransition period has become the majority of firm workers;(4) The labor legal systemis still unsound and has many negative external effects;(5) The firm faces manychallenges of increasing international competition and industry upgrade. At the sametime, there are some theoretical defects:(1) Most researches focus on the macroarea, and pay less attention to the employment relations in the corporate level;(2)Most researches about employment relations coordination practices didn’t integratethe traditional labor relations theories and human resource management theories.Based on the backgrounds, chapter1put forwards the following research questions:(1) what is the research paradigm in the employment relations research in corporatelevel?(2) How to measure the employment quality?(3) How to integrate traditionallabor relations theories and human resource management theories and to construct theconcept and dimensions of employment relations coordination practices?(4) What isthe path about the influence of corporate employment relations coordination practiceson employment quality? To answer the above questions, chapter1designs the research framework.
Chapter2reviews the basic theories about employment relations, to find the researchperspective in this study. This chapter firstly differentiates relating concepts ofemployment relations, and emphasizes that employment relations not only include theelement of economic contracts, but also include the element of psychologicalcontracts. Than, this chapter reviews the three kinds of research perspectives such asMarxism, Unitarism and Pluralism, and the corresponding three kinds of researchparadigm such as labor process control, human resource management andinvestment-output paradigm. This chapter also focuses on the labor relations systemtheories. Finally, this chapter suggests that the research focus of employment relationsshould be the objectives of employment relations, and the traditional labor relationstheories and human resource management theories should be integrated under theparadigm of efficiency, justice and voice.
Chapter3discusses the concept and measurement of corporate employment quality.Firstly, this chapter reviews the relating studies about employment quality in bothmacro and micro level. Then, this chapter construct an analyzing frameworkincluding three level of corporate, employee and the interaction between corporateand employee, two kinds of perspectives such as attitudes and behaviors/outcomes,and three kinds of objectives such as efficiency, justice and voice. Based on theframework, this chapter gives comments on relating studies, and put forward a newidea about the concept and measurement of corporate employment relations. Also,this chapter focuses on the key indicators such as labor relations climate,psychological contract fulfillment, job satisfaction, affective commitment and jobperformance.
Chapter4discusses the concept and dimensions integration of corporate employmentrelations coordinating practices. This chapter firstly reviews many human resourcemanagement practices which are mainly by the human resource managementperspectives, and then reviews some employment participation practices which are bythe labor relations perspectives. Finally, by the strategic human resource managementparadigm, the AMO framework and the objectives of efficiency, justice and voice,this chapter defines the concept of corporate employment relations coordinating practices and suggests the dimension of control base, ability improve, motivationimprove and participation opportunity.
Chapter5is the research design of empirical research. Based on the socialinformation processing model and social exchange theory, this chapter suggests theempirical research framework about corporate employment relations coordinatingpractices, psychological contract fulfillment, labor relations climate, job satisfaction,affective commitment and job performance. This chapter also discusses the stepsabout variable operation, scale development and samples.
Chapter6is data analyzing part. By using methods such as descriptive analysis,ANOVA analysis, factor analysis and regression analysis, this chapter confirms mostresearch hypothesizes, and confirms that there are mediating effects of psychologicalcontract fulfillment and labor relations climates on the CAMO relationships betweenscorporate employment relations coordinating practices and outcomes such as jobsatisfaction, affective commitment and job performance.Chapter7is the conclusion part of this study. Besides the systematically overview theresearch findings of above chapters, this chapter also discusses those hypothesis thatare not confirmed, and gives summary of the main theoretical innovation and researchdeficiencies. This chapter also puts forward the research direction in the futureresearch.
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