摘要
本文基于伙伴关系视角构建新时代中国和谐劳动关系评价体系,提出包括员工参与、工作激励、沟通与发展和雇佣保障四个一级指标,直接参与、工会参与、工作柔性、绩效反馈、薪酬设计、利益分享、员工发展、沟通平台和权益保障等10个二级指标,29个三级指标的和谐劳动关系评价指标体系。本文运用因子分析方差贡献率确定一级指标、二级指标和三级指标的权重。通过对建立了工会的328家企业2396名员工样本进行验证,结果发现,企业和谐劳动关系指数整体得分较高。对不同地区、所有制和行业比较分析发现,天津地区的和谐劳动关系得分显著高于深圳,但主要体现在员工参与指数、沟通与发展指数和雇佣保障指数三个方面,不同行业间的和谐劳动关系指数并没有显著差异,国有企业和中外合资企业的和谐劳动关系指数较高。研究表明,该指标体系能客观反映企业和谐劳动关系建设现状,为新时代企业构建与提升和谐劳动关系的管理能力提供了参考。
The establishment of harmonious labor relations has become a common topic of concern in the current academia and enterprises.The theorists have carried out a deep exploration in this area and published a large number of research results,Chinese scholars have made great progress in this field.However,with regard to the construction of the evaluation index of harmonious labor relations,the related research is still in its infancy.Especially for the evaluation of harmonious labor relations in the perspective of partnership,there is a lack of a more scientific and reasonable evaluation index system.Moreover,the Chinese government also attaches great importance to the establishment of harmonious labor relations in enterprises,and has formulated a series of policies and measures for this purpose.The general secretary of Xi Jinping also stressed the importance of building a harmonious labor relationship in the enterprise.This paper tries to make some further exploration in this field,to make up for the shortage of current domestic academic research.Firstly,this paper reviews the existing research literature and summarizes the main ideas of the current literature on the construction of the evaluation index system of harmonious labor relations.The limitations of current research are also pointed out.The four principles of constructing the evaluation index system of harmonious labor relations are put forward,includes the scientificalness of the evaluation system,the behavior interaction of the evaluation subject,the operability of the evaluation index and the representation of the object.On this basis,the thesis construct Harmonious Employment Relations system from the Perspective of Labor-Management Partnership for the new era,the confirmatory factor analysis and exploratory factor analysis show that the job participation,employee motivation,communication and development,employment security,as the four primary first index,the direct participation,employee representatives participation,job flexibility,performance appraisal
作者
左静
王德才
冯俊文
ZUO Jing;WANG De-cai;FENG Jun-wen(School of Economics&Management,Nanjing University of Science and Technology,Nanjing,Jiangsu,210094,China;School of Business,Southwest University of Political science and Law,China Research Institute of Enterprise Governed by Law,Chongqing,401120,China)
出处
《经济管理》
CSSCI
北大核心
2018年第4期5-19,共15页
Business and Management Journal ( BMJ )
基金
国家社会科学基金一般项目“伙伴关系视角下的企业和谐劳动关系构建和作用机制研究”(15BGL102)；重庆市博士后科研项目特别资助“中国情境下双组织承诺的维度结构及影响效应研究”(Xm2017120)。
关键词
伙伴关系
和谐劳动关系
指标体系
labor-management partnership
harmonious employment relations
indicator system
