摘要
文章阐述了"组织边缘人"面临的现实困境,主要体现在工作业务上缺乏深度参与、人际关系上遭遇信任危机、员工权益上受到忽视损害和发展空间上晋升机会渺茫四个方面,指出"组织边缘人"的现实困境将对组织产生系列消极影响,认为"组织边缘人"产生的根本原因在于组织成员自身的性格特质,直接原因是在于组织成员与组织内部的"关系",间接原因在于社会价值观的包容性和社会地位的差异性。在此基础上,从招聘、培训、工作安排、薪酬绩效、职业生涯管理、人际关系和企业文化七个方面提出了预防和治理"组织边缘人"的管理策略。
This paper expounds the＂marginal employee＂＇s realistic dilemma which is mainly reflected in four aspects： lack depth participation in work business,encounter trust crisis in interpersonal relationship,suffer ignorance and damage in staff rights and face slim chance in promotion space,then points out that the＂marginal employee＂＇s realistic dilemma will have a series of negative impact on the organization.The author considers that the fundamental cause of ＂marginal employee＂is the employee＇s own personality traits,the direct reason is the＂relationship＂between employee and organization,and the indirect cause is the inclusiveness of social values and the differences in social status.On this basis,the author puts forward seven management strategies from hiring,training,work arrangement,pay performance,career management,interpersonal relationship and enterprise culture to prevent and management the＂marginal employee＂.
出处
《重庆大学学报（社会科学版）》
CSSCI
北大核心
2012年第4期27-32,共6页
Journal of Chongqing University(Social Science Edition)
基金
福建自然科学基金项目(2010J05150)
福建省社科规划项目(2011B179)
福建省教育厅科技项目(JA10233)
关键词
组织边缘人
边缘化
现实困境
管理策略
marginal employee
marginalization
realistic dilemma
management strategy
