从扩展的激励-贡献模型看我国企业所有制对雇佣关系的影响

本文运用基于激励—贡献理论的四分法雇佣关系模式理论分析了我国企业所有制类型对企业所采用的雇佣关系模式的影响,并比较了传统国有企业、外资企业和民营企业在对经理人员提出的期望和提供的激励方面存在的差别。实证分析结果表明:(1)运用激励—贡献四分法雇佣关系模式在我国雇佣关系研究中具有可行性;(2)组织中心型的雇佣关系是当前各种所有企业雇佣关系的主导模式;(3)在对经理人员提供的职业化管理行为方面,传统国有企业显著低于非国有企业,但是在对经理人员具有良好的工作态度方面,传统国有企业显著地高于非国有企业;(4)在为经理人员提供的发展性报酬方面,传统国有企业显著低于非国有企业,而在为经理人员提供的物质性报酬方面,传统国有企业和民营企业都显著低于外资企业。

The Effect of China's Enterprise Ownership upon the Relationship between the Employer and Employee--Viewed from the Expanded Stimulation-Contribution Model

In this article we have, by the theory of the quartering employment relationship model based on the stimulation-contribution theory model, analyzed the effect of the patterns of China's enterprise ownership upon the employment relationship models adopted by enterprises,compared the expectations that traditionally national, foreign-funded and private enterprises have of managers, and showed the differences in their providing for stimulation.My case study shows that it feasible to use the employment relationship pattern of stimulation-contribution quartering to study China's employment relations; that the organization-centered employment relationship is at present the leading one of all such relations in enterprises of all ownerships; that, in stipulating managers' professional management behavior, the traditional national enterprise(TNE)is obviously worse than the non-national enterprise(NNE), but in terms of attitudes toward work, TNE is conspicuously better than NNE; that, the remuneration provided by TNE for managers for development is evidently less than by NNE while the material reward given by TNE is markedly is less than by foreign-funded enterprises.