摘要
组织资源的分配是雇主企业管理的重要组成部分。在中国独特的社会文化根基下,它表现出"差序格局"的基本结构,成为雇主治理雇佣关系的非制度化策略,具体表现在:差序式的关系判断;内外有别的利益分配;基于关系信任的职务晋升。从雇佣关系的本质属性来看,差序式资源分配的内在逻辑是雇主的一种人情投资,旨在增加组织成员的凝聚力,提高组织绩效。
The distribution of organizational resources is an important part of business managements for employers. Under the unique social and cultural circumstances in China, it shows the basic structure of the ＂differential mode＂, which becomes a non-institutionalized strategy for the employer to manage the employment. Its specific performance is the relation judgment of the ＂differential mode＂, the differential interest distribution inside and outside, and the job promotion based on the rela- tionship trust. From the essence of the employment relationship, the internal logic of the differential mode in resource distribution is an employer＇ s favor investment that aims to increase the cohesion of the members and improve the organizational performance.
出处
《企业经济》
北大核心
2012年第12期48-51,共4页
Enterprise Economy
关键词
资源分配
差序格局
雇佣关系
resource distribution
differential mode
employment relationship
