作　　者： ;

机构地区： 华南理工大学

出　　处： 《南开管理评论》 2016年第2期124-136,共13页

摘　　要： 尽管流行的观点将关系置于传统组织理性思维的对立面,但关系却始终与组织不可分离。中国关系文化根植于本土企业,如何辩证看待关系的积极存在,决定了如何理解组织管理观念后现代变革过程。本研究基于人力资源管理构型视角,结合中国传统关系文化框架,采用嵌套式多案例研究方法,探索了中国情境下差异化人力资源管理构型及其演化。结果表明：（1）员工—组织关系基础和人力资本价值相互嵌入、共同驱动本土企业的差异化人力资源管理构型;（2）现阶段,本土企业员工关系结构和价值结构不匹配导致结构性摩擦,促使各构型之间动态转化;（3）在企业不同的生命周期表现出不同的构型组合模式。这意味着,一方面,高关系—低价值、低关系—高价值的结构性摩擦在本土企业越来越突出;另一方面,当关系嵌入到差异化人力资源管理实践过程时便不再是常识中的＂偏私＂色彩,而具备了组织行为理性。 Despite popular opinion puts the relationship on the antithesis of the traditional rational thinking of organization management, relationship has always been inseparable from the organization management practices in local enterprise. Local human resource management practices are deeply influenced by Chinese guanxi culture. Positive and dialectical relationship in the organizational management, help us to understand the change process of organizational management in postmodern time well. Taking advantage of the traditional Chinese relations, local human resource management strategies are positive in terms of organization effectiveness. Such management strategies and practices make the emotional logic and calculation logic embedded together to achieve superiority management efficiency. Based on the perspective of human resource management configuration, combined with guanxi framework of traditional Chinese culture, we used nested multiple-case study method to explore and elaborate differentiated human resource management architecture and the evolution of Chinese local companies. The results showed that：（1） the differentiated human resource management configuration of local enterprises is driven by employee- organization relationship basis and human capital value;（2） friction caused by the structural mismatch of relationship and human capital value promotes dynamic transformation between different human resource management configurations;（3） and this exhibits different human resource management configurations combined mode in the different life cycles of enterprise. The research has important managerial implications： local enterprises differentiate the human resource configuration on the basis of the human capital value and employee-organization relationship basis; when there is a structural friction, local companies will take advantage of the relation building and capacity development strategy to promote dynamic transformation between configurations. This means, on the one hand, the structural frict

关 键 词： 关系基础 人力资本价值 差异化人力资源管理构型 跨案例

分 类 号： [F240]

领　　域： []