差序式人力资源管理的理论模型——基于跨案例的研究探索

Theoretical Model on the Differential Human Resources Management:Exploration Based on Multiple Case Study

本文采用跨案例研究方法,探索并建构了差序式人力资源管理的理论模型。研究发现:(1)组织在员工-组织关系判断的基础上,形成差序式管理结构,高关系员工形成组织的核心层,低关系员工成为组织的松散层,而处于中间层次的员工称之为紧密层。(2)对不同层次的员工,组织对其采用不同程度的关系化管理,对核心层关系化管理程度最高,紧密层其次,而对松散层员工关系化管理程度最低。(3)差序式人力资源管理实践受到员工影响力的作用,对低关系、高影响力的员工,组织会提高契约化管理程度。

This paper explored and built a theoretical model of the differential human resources management （HRM） with a multiple case study method. The main conclusions of the study are： （1） the differential management structure is formed on the basis of a judgment of the employee- organization relationship： High relationship employees constitute the core group; low relation- ship employees fall into the loose group; the middle level is called the compact group. （2） Organ- ization takes varying degrees of relational-based management practices on different employees. The managment degrees descend from the core group, the highest, to the compact group, and then the loose group, the lowest. （3） The differential human resources management practices （HRMP） are affected by employees influence; for low-relationship and high-influence employees, organization will enhance the degree of contractual-based management practices.