多重制度逻辑下的国有企业职工安置政策实施研究——以东部某钢铁集团为例

The Implementation of the Arrangement Policy towards the Employees in the State-Owned Enterprise under the Perspective of Institutional Logics——A Steel Enterprise in the Eastern China as Example

压减产能大背景下国有企业职工的安置政策实施情况。以某东部钢铁集团为例,考察第一阶段该集团的政策实施结果,发现集团指标已经被完成,集团总人数的减少和新的竞聘方式带来了人力资源效率的提升。然而,在政策制定过程中,公司的职工代表大会流于形式,其背后是企业市场逻辑和单位逻辑间的较量。同时,在政策实施过程中,公司强制职工"自愿"居家离岗,造成政策走样。政策走样的表面原因在于政策执行过程中集团对公司有指标要求,但究其根本,是市场逻辑和人本主义逻辑间的冲突。最终市场逻辑和单位逻辑协调使政策变得扭曲。单位逻辑在处理这一冲突过程中虽然发挥了重要作用,但它的存在也牺牲了市场逻辑的部分效率。多重制度逻辑分析为政策实施过程中的政策偏离提供了综合性的理论视角。

Under the background of the capacity condensation in Chinese steel and coal industries,this paper focuses on the implementation of the arrangement policy towards the abundant employees in the State-Owned Enterprise(SOE).Taken a steel SOE in eastern China as example,I explore the policy implementation process in the first stage,finding that the policy target-downsizing35%personnel-has been completed smoothly.Toned with the new competition system,this policy partly promotes the human resource efficiency.However,the enterprises compulsorily ask the employees to sign the agreement,which was initially planned to be voluntary in the arrangement policy process.The superficial reason of this twisted action is due to the index evaluation of personnel reduction from the SOE,but the root cause originated from the contradiction between two institutional logics-market logics and humanism logics-in the implementation process.The two logics compromise through danwei logic and market logic finally lead the direction of the policy outcome,although the existence of the danwei logic to some extents sacrifices the efficiency of the market logics.