【摘要】：目前我國處于經(jīng)濟轉(zhuǎn)型期,國家對國有經(jīng)濟的重新戰(zhàn)略布局,使得國有企業(yè)改制逐步開展起來,這一轉(zhuǎn)變給原本缺乏活力的企業(yè)注入了新鮮的血液,開始變得生機勃勃。但是同時也帶來了一大批的問題,如大量人員的下崗,失業(yè)問題、“民工荒”問題以及群體化勞動爭議糾紛增多等等,對社會穩(wěn)定造成威脅,這些問題的出現(xiàn)都表明勞動關系已到了非調(diào)整不可的地步,同時這些問題也給構(gòu)建和諧社會帶來了影響,是必須而且亟待解決的焦點問題。針對這一問題,國內(nèi)學者對其進行了廣泛的研究,并取得了一定的成果,但是大多數(shù)學者對和諧勞動關系的研究主要集中在宏觀層面上,很少涉及到微觀層面。然而,從本質(zhì)上來說,勞動關系指的是雇主和雇員之間權(quán)利與義務的安排,由于各自的權(quán)益而引起的合作與沖突的總和。雇主與雇員之間力量的博弈則是社會沖突的最基本內(nèi)容。所以,首先要從微觀層面上關注勞動關系,研究各利益主體之間的相互聯(lián)系。鑒于此,本文運用理論研究、問卷調(diào)查、博弈論以及定量與定性相結(jié)合的研究方法,基于前人對互惠偏好和勞動關系的研究,首先分析了我國勞動關系現(xiàn)狀及存在的問題,其次構(gòu)建博弈模型分析員工與組織以及員工與員工之間發(fā)生互動的機理,得出了當企業(yè)員工具有互惠性偏好時,企業(yè)通過增加員工的保留收入及分享份額來改善員工的效用,使得員工主動努力工作的程度增加;在團隊合作的過程中,當員工認為其他團隊成員是友善的時候,就會選擇合作,增加團隊合作的力量;反之則選擇不合作。最后通過建立結(jié)構(gòu)方程模型,分析互惠偏好、心理契約以及激勵機制之間的相互作用機理,從而探討互惠偏好對和諧勞動關系構(gòu)建的作用路徑。研究結(jié)果顯示:互惠性偏好在我國企業(yè)運作的過程中產(chǎn)生了一定程度上的正面影響,增加了員工心理契約的穩(wěn)定,并且在一定程度上促進了企業(yè)激勵機制的有效實施,而激勵機制又反作用于心理契約,使得員工心理契約更加穩(wěn)定,最終實現(xiàn)企業(yè)勞動關系的和諧。
[Abstract]:At present, our country is in the economic transition period, the national strategic layout to the state-owned economy, causes the state-owned enterprise reform to develop step by step, this transformation has injected the fresh blood to the original lack of vitality enterprise, began to become lively. But at the same time, it has also brought about a large number of problems, such as a large number of laid-off workers, unemployment, the problem of "shortage of workers" and the increase in disputes over collective labor disputes, and so on, which pose a threat to social stability. The emergence of these problems shows that labor relations have reached the point of necessary adjustment, and at the same time, these problems have also had an impact on the construction of a harmonious society, which is the focus problem that must be solved and urgently needed to be solved. In order to solve this problem, domestic scholars have carried out extensive research on it and achieved certain results. However, most of the scholars' research on harmonious labor relations is mainly focused on the macro level, but rarely on the micro level. In essence, however, labor relations refer to the arrangement of rights and obligations between employers and employees, the sum of cooperation and conflicts arising from their respective rights and interests. The game of power between employer and employee is the most basic content of social conflict. Therefore, first of all, we should pay attention to the labor relations from the micro level and study the interrelation among the stakeholders. In view of this, this paper uses theoretical research, questionnaire survey, game theory and quantitative and qualitative research methods, based on previous research on reciprocal preference and labor relations, first of all, it analyzes the current situation and existing problems of labor relations in China. Secondly, the game model is constructed to analyze the interaction mechanism between employees and organizations and between employees and employees. It is concluded that when employees have a reciprocal preference, enterprises can improve the effectiveness of employees by increasing their income and share. In the process of team cooperation, the employee chooses to cooperate and increase the strength of team cooperation when they think the other team members are friendly; otherwise, they choose not to cooperate. Finally, by establishing the structural equation model and analyzing the interaction mechanism among reciprocal preference, psychological contract and incentive mechanism, the paper discusses the path of reciprocal preference to the construction of harmonious labor relationship. The results show that reciprocal preference has a positive effect on the operation of Chinese enterprises to a certain extent, increases the stability of employees' psychological contract, and to a certain extent promotes the effective implementation of the incentive mechanism of enterprises. The incentive mechanism counteracts to the psychological contract, which makes the employee psychological contract more stable, and finally realizes the harmony of the enterprise labor relationship.
【學位授予單位】：重慶理工大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F249.26

【引證文獻】

相關會議論文 前1條

1 陳詩達;;和諧勞動關系的內(nèi)涵[A];浙江省勞動和社會保障學會勞動關系問題研討會暨2006浙江就業(yè)報告[C];2006年

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本文編號：2179628