【摘要】：隨著經(jīng)濟(jì)全球化的發(fā)展,進(jìn)入經(jīng)濟(jì)轉(zhuǎn)型期的中國(guó),正在經(jīng)歷著經(jīng)濟(jì)結(jié)構(gòu)的轉(zhuǎn)型升級(jí)與產(chǎn)業(yè)結(jié)構(gòu)的調(diào)整變遷,伴隨著市場(chǎng)化、城鎮(zhèn)化和科技發(fā)展的進(jìn)程,我國(guó)城鎮(zhèn)人口就業(yè)方式結(jié)構(gòu)也發(fā)生了重大改變。中共十八大報(bào)告明確提出:“要貫徹勞動(dòng)者自主就業(yè)、市場(chǎng)調(diào)節(jié)就業(yè)、政府促進(jìn)就業(yè)的方針,鼓勵(lì)多渠道多形式就業(yè),增強(qiáng)就業(yè)穩(wěn)定性,構(gòu)建和諧勞動(dòng)關(guān)系�！逼渲�,靈活用工越來(lái)越受到重視,它是實(shí)現(xiàn)勞動(dòng)力市場(chǎng)充分就業(yè)、降低企業(yè)用工成本的重要途徑。但與此同時(shí)也出現(xiàn)了同工不同酬、低組織承諾、高流動(dòng)性、低工作效率等問(wèn)題,給企業(yè)人力資源管理提出了新的挑戰(zhàn)。已有研究表明,靈活用工制度的實(shí)施與否對(duì)員工績(jī)效有顯著影響,但少有學(xué)者進(jìn)一步探討靈活用工不同維度分別對(duì)員工績(jī)效的影響及其作用機(jī)理,本研究針對(duì)河南省采用靈活用工模式最廣泛的零售行業(yè)作實(shí)證分析,試圖打開靈活用工對(duì)員工績(jī)效影響的“黑箱”,分析靈活用工不同維度對(duì)員工績(jī)效的作用方向,在分析作用機(jī)理時(shí)引入中介變量-組織承諾,討論引發(fā)員工產(chǎn)生高組織承諾、促進(jìn)員工績(jī)效提升的靈活用工方面的關(guān)鍵因素,對(duì)靈活用工帶來(lái)的負(fù)面影響因素在制度和方法上進(jìn)行修正和彌補(bǔ),為企業(yè)人力資源管理在靈活用工方面把握員工心態(tài),有的放矢的采取管理措施提供了實(shí)證依據(jù),并從制度上和管理上為提升員工績(jī)效和組織承諾提供了指導(dǎo)意義。本研究通過(guò)問(wèn)卷調(diào)查收集了21家零售企業(yè)的203位員工的有效樣本,運(yùn)用SPSS 19.0軟件進(jìn)行數(shù)據(jù)分析以驗(yàn)證研究假設(shè)。研究結(jié)果表明:靈活用工對(duì)員工績(jī)效有顯著影響,其中,內(nèi)、外部數(shù)量靈活性和外部化靈活性對(duì)員工績(jī)效有負(fù)向預(yù)測(cè)作用,工資靈活性和功能靈活性對(duì)員工績(jī)效有正向預(yù)測(cè)作用,組織承諾在靈活用工和員工績(jī)效之間起部分中介作用。基于上述結(jié)論,企業(yè)為了更好運(yùn)用靈活用工提升員工績(jī)效,不能一味的追求低成本、高產(chǎn)出,要重視員工組織承諾,秉承“以人為本”和“效率優(yōu)先”的原則,建議:(1)適度提升工資靈活性,建立長(zhǎng)效激勵(lì)機(jī)制;(2)發(fā)揮功能靈活性,為靈活用工人員提供“轉(zhuǎn)正”機(jī)會(huì);(3)發(fā)揮工會(huì)的引導(dǎo)作用,降低內(nèi)、外部數(shù)量靈活性帶來(lái)的低組織承諾。
[Abstract]:With the development of economic globalization, China is experiencing the transformation and upgrading of economic structure and the adjustment of industrial structure, accompanied by the process of marketization, urbanization and scientific and technological development. Our country urban population employment pattern structure has also taken place the important change. The report of the 18th National Congress of the Communist Party of China clearly put forward: "We should implement the policy of self-employment of workers, market regulation of employment, the government's policy of promoting employment, encourage multi-channel and multi-form employment, enhance the stability of employment, and build harmonious labor relations." Among them, more and more attention is paid to flexible employment, which is an important way to achieve full employment in the labor market and reduce the cost of employment in enterprises. But at the same time, the problems of equal pay, low organizational commitment, high mobility and low working efficiency have brought new challenges to enterprise human resource management. Previous studies have shown that the implementation of flexible employment system has a significant impact on employee performance, but few scholars further explore the different dimensions of flexible employment on employee performance and its mechanism. Based on the empirical analysis of the most widely used flexible employment model in Henan Province, this study attempts to open the "black box" of the influence of flexible employment on employee performance, and analyze the different dimensions of flexible employment on employee performance. In the analysis of the mechanism, the intermediary variable, organizational commitment, is introduced to discuss the key factors of flexible employment, which induce employees to produce high organizational commitment and promote employee performance. The negative factors brought about by flexible employment are revised and compensated in the system and method, which provides an empirical basis for the enterprise human resource management to grasp the employee mentality in flexible employment and to take management measures in a targeted manner. And from the system and management for the promotion of employee performance and organizational commitment to provide guidance. This study collected the valid samples of 203 employees from 21 retail enterprises by questionnaire, and used SPSS 19.0 software to analyze the data to verify the hypothesis of the research. The results show that flexible employment has a significant impact on employee performance, in which, internal, external, quantitative flexibility and externalization flexibility have a negative predictive effect on employee performance. Wage flexibility and functional flexibility have a positive predictive effect on employee performance, and organizations promise to play a part of intermediary role between flexible employment and employee performance. Based on the above conclusions, in order to make better use of flexible employment to improve employee performance, enterprises should not blindly pursue low cost, high output, pay attention to employee organizational commitment, adhere to the principles of "people-oriented" and "efficiency first". The suggestions are as follows: (1) to increase wage flexibility moderately and establish a long-term incentive mechanism; (2) to give full play to functional flexibility, and to provide "positive" opportunities for flexible employees; (3) to play a leading role of trade unions and to reduce the low organizational commitment brought by flexibility in both internal and external quantities.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F713.32

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