發(fā)布時(shí)間：2018-06-08 10:44

  本文選題：裁員 + 經(jīng)濟(jì)性裁員　； 參考：《山東大學(xué)》2010年碩士論文

【摘要】： 2008年,由美國次貸危機(jī)引發(fā)的經(jīng)濟(jì)危機(jī),迅速從發(fā)達(dá)國家傳導(dǎo)到新興市場(chǎng)國家,并從金融領(lǐng)域危機(jī)擴(kuò)散到各國實(shí)體經(jīng)濟(jì)領(lǐng)域。隨著經(jīng)濟(jì)危機(jī)的擴(kuò)散和蔓延,中國經(jīng)濟(jì)發(fā)展遇到的困難日益顯現(xiàn),不少企業(yè)的業(yè)務(wù)縮減,組織人力資源相對(duì)過剩,很多企業(yè)不得不面對(duì)裁員。在我國企業(yè)人力資源管理整體管理水平并不太高的情況下,裁員無疑成為我國企業(yè)的又一危機(jī)。我國有學(xué)者明確指出,如果裁員處理的好,則可轉(zhuǎn)“�！睘椤皺C(jī)”，為企業(yè)的生存和進(jìn)一步發(fā)展提供了一個(gè)好的契機(jī),如果處理的不好,企業(yè)則可能雪上加霜,直至破產(chǎn)倒閉’。 本文以研究我國企業(yè)實(shí)施裁員的裁員標(biāo)準(zhǔn)為主要研究對(duì)象。在回顧與總結(jié)我國學(xué)者關(guān)于企業(yè)裁員標(biāo)準(zhǔn)的現(xiàn)有研究基礎(chǔ)上,采用實(shí)證研究的研究方法,通過問調(diào)查的方式調(diào)查我國企業(yè)對(duì)裁員標(biāo)準(zhǔn)的認(rèn)知情況,以期能夠得出我國大部分企業(yè)實(shí)施裁員可參照的一系列裁員標(biāo)準(zhǔn),并進(jìn)一步結(jié)合我國勞動(dòng)法相關(guān)規(guī)定,構(gòu)建出可以指導(dǎo)我國企業(yè)科學(xué)、合理的確定裁員對(duì)象的識(shí)別模型。這既是對(duì)學(xué)者們相關(guān)研究的一個(gè)實(shí)證驗(yàn)證性研究,也是對(duì)企業(yè)裁員標(biāo)準(zhǔn)問題的一項(xiàng)補(bǔ)充性研究和創(chuàng)新性研究。 按照研究思路的邏輯順序,本文共分為五章。第一章為緒論,共包括三個(gè)方面的內(nèi)容。一是通過本文的研究背景的闡述,提出本文的研究工作,并對(duì)本文的研究目的和意義做出闡述；二是筆者進(jìn)行了關(guān)于裁員的基本內(nèi)涵及其裁員類型、裁員管理模式、裁員的影響等三方面的文獻(xiàn)綜述研究,三是筆者對(duì)我國勞動(dòng)合同法關(guān)于企業(yè)裁員的相關(guān)規(guī)定做出總結(jié),以備在下文中構(gòu)建識(shí)別模型提供法律基礎(chǔ)。第二章、第三章是本文的主體部分。第二章進(jìn)行了本研究的整體實(shí)證研究方案的設(shè)計(jì),包括確定調(diào)查思路、選定調(diào)查樣本、編制調(diào)查問卷等三面內(nèi)容。首先確定了本次調(diào)查共包括預(yù)調(diào)查和正式調(diào)查兩輪調(diào)查；其次確定選取企業(yè)組和專家組兩個(gè)樣本組實(shí)施問卷調(diào)查；另外在編制問卷方面,筆者決定以前人學(xué)者關(guān)于裁員標(biāo)準(zhǔn)的論述作為預(yù)調(diào)查問卷的主要內(nèi)容,通過預(yù)調(diào)查對(duì)問卷的題項(xiàng)的篩選來編制正式調(diào)查問卷。第三章包括本研究的實(shí)證調(diào)查和數(shù)據(jù)的統(tǒng)計(jì)分析,是本文的核心章節(jié)。在該章節(jié),筆者根據(jù)預(yù)調(diào)查問卷中的十六個(gè)裁員標(biāo)準(zhǔn)指標(biāo)的數(shù)理統(tǒng)計(jì)分析結(jié)果和專家效度調(diào)查結(jié)果,剔除了其中的六個(gè)指標(biāo),并增加兩個(gè)新指標(biāo),最終確定正式調(diào)查問卷；針對(duì)正式問卷的一手?jǐn)?shù)據(jù),筆者運(yùn)用專業(yè)統(tǒng)計(jì)軟件的聚類分析方法對(duì)問卷中的指標(biāo)進(jìn)行分析,將所有指標(biāo)劃分為五大類；最后,筆者以上述分析結(jié)果和我國勞動(dòng)法相關(guān)規(guī)定兩部分內(nèi)容為基礎(chǔ),構(gòu)建出能夠指導(dǎo)我國企業(yè)實(shí)施裁員的裁員對(duì)象識(shí)別模型；第四章是對(duì)第二章和第三章研究得出的結(jié)論的匯總,并針對(duì)不同結(jié)論進(jìn)行相關(guān)的理論分析和實(shí)際解釋。第五章是論文的總結(jié)章,主要總結(jié)了本研究在理論上和實(shí)踐上的研究貢獻(xiàn),并指明本次研究的不足之處和對(duì)本課題后續(xù)研究的展望。
[Abstract]:In 2008, the economic crisis caused by the American subprime crisis was transmitted rapidly from the developed countries to the emerging market countries, and from the financial crisis to the real economic fields. With the spread and spread of the economic crisis, the difficulties encountered in the development of China's economy have become increasingly apparent, and the business of enterprises has been reduced and the relative surplus of human resources is organized. Many enterprises have to face the downsizing. Under the situation that the overall management level of human resource management is not too high in our country, the layoffs have undoubtedly become another crisis of our enterprises. If opportunity is not handled well, enterprises may get worse and worse until bankruptcy.
On the basis of reviewing and summarizing the existing research on the standard of corporate layoffs in our country, this paper, on the basis of reviewing and summarizing the existing research on the standard of corporate layoffs in our country, uses empirical research methods to investigate the cognition of the standard of layoffs in our enterprises by the way of inquiry, in order to get most of the enterprises in our country. A series of downsizing standards can be used as a reference for the implementation of layoffs, and further combined with the relevant regulations of China's labor law, an identification model can be constructed to guide the scientific and reasonable determination of the target of layoffs in our country. This is an empirical and confirmatory study on the related research of the scholars, and a supplementary study on the standard of enterprise layoffs. And innovative research.
According to the logical sequence of research ideas, this article is divided into five chapters. The first chapter is the introduction, which includes three aspects. First, through the introduction of the research background of this article, it puts forward the research work, and expounds the purpose and significance of the research. Two is the basic connotation of the layoffs and the types of layoffs. The study of three aspects of the personnel management model and the impact of the layoffs, the three is that the author makes a summary of the relevant provisions of the labor contract law of our country, in order to provide the legal basis for the construction of the recognition model below. The second chapter, the third chapter is the main part of this article. The second chapter has carried out the whole empirical research of this study. The design of the case includes three aspects, such as determining the idea of investigation, selecting survey samples and preparing the questionnaire. First, the survey includes two rounds of investigation, including pre investigation and formal investigation; secondly, two sample groups of enterprise group and expert group are selected to carry out questionnaire survey. As the main content of the pre survey questionnaire, the main content of the pre survey questionnaire is to prepare the formal questionnaire through the screening of the items of the questionnaire. The third chapter includes the empirical investigation and the statistical analysis of the data, which is the core chapter of this article. In this chapter, the author according to the number of sixteen standard indexes of the layoffs in the pre questionnaire. According to the results of statistical analysis and expert validity investigation, six indexes were eliminated, and two new indexes were added, and the formal questionnaire was determined. On the basis of the above analysis and the two parts of the relevant provisions of China's labor law, the author constructs a model for identifying the target of layoffs that can guide the implementation of employees in China's enterprises; the fourth chapter is a summary of the conclusions obtained from the second and third chapters, and the relevant theoretical and practical explanations for the different conclusions. The fifth chapter is the fifth chapter. It is the summary of the thesis, which mainly summarizes the research contribution of this research in theory and practice, and points out the shortcomings of this study and the prospect of the follow-up study of this subject.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2010
【分類號(hào)】：F272;F224

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 林佳麗;姜大志;;企業(yè)裁員模型的建立及其優(yōu)化求解[J];華東經(jīng)濟(jì)管理;2012年04期

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本文編號(hào)：1995528