企业雇佣关系综合管理模型设计——基于契约实现度视角

Design of Integrated Management Model of Enterprise Employment Relationship——A Contract Implementation Perspective

转型经济时期,企业发展面临着很多挑战,企业与员工之间的劳动纠纷等问题严重困扰着企业管理者,也引起了管理研究者的高度重视。梳理已有的研究,发现企业雇佣关系中疏漏了显性劳动契约和隐性心理契约的统一性,而雇佣关系的特点决定了无论是劳动契约还是心理契约都无法单独对雇佣关系进行有效的调整。在厘清劳动契约和心理契约的区别和特点的基础上,本文分析了企业雇佣关系综合管理模型设计的前提、视角,并以此为基础设计了一个企业雇佣关系综合管理模型。该模型将雇佣关系中的心理契约和劳动契约纳入到统一的框架之下,从雇员和雇主的双向视角来分析彼此的契约实现度,以实现对企业雇佣关系的全程动态管理,适应经济转型和企业发展的需要。

Enterprises are faced with many challenges in the process of economic transition. Problems such as labor disputes between enterprises and employees puzzle business managers,and these problems also draw the attention of management researchers. By studying the existed surveys,we found that the unity of overt labor contract and covert psychological contract has been ignored in enterprise employment relationship,while the features of employment relationship determine that either labor contract or psychological contract can adjust employment relationship effectively. After clarifying the differences between labor contract and psychological contract and their characteristics,this paper analyzes the premise and perspective of integrated management model design of enterprises employment relationship,and designs an integrated management model of enterprise employment relationship. This model puts the psychological contract and labor contract in the employment relationship into a unified framework,analyzes contract implementation from the perspective of both employees and employers so as to realize dynamic management of enterprise employment relationship and to meet the requirements of the economic transition and enterprise development.