摘要
围绕人力资本和社会资本等核心要素,员工可以划分为复合资本导向、社会资本导向、人力资本导向与稳定导向等四种员工类型。本文基于人际关系建构、社会网络使用、社会资本动员等方面研究大型国企员工在工作中的车间劳动实践与行为特征,旨在探讨大型国企策略性妥协式管理过程中关系张力与市场机制的互动模式。在关系张力与市场机制的博弈中,不同员工群体呈现差异性的职场行为方式和结果。本文提出妥协式管理的策略共生概念,尝试回应DB区域国企管理者在协调与管理方式上对各类员工基于人力资本和社会资本不同而导致的差异性结果;在不违反常规制度的情况下将工作领域的关系带到私下生活中解决,以避免集体懈怠与冲突,实现不同员工群体策略共生。
In recent years,China has proposed to revitalize the old industrial base in DB region of China,requires to further improve the administrative system,deepen the reform of state-owned enterprises,and accelerate the vigorous development of private economy.Revitalizing the old industrial base in DB region of China has become a hot topic in the society and once again occupied the focus of reform.State-owned enterprises of DB region have started a new round of revitalization and reform.In the DB region,stateowned enterprises have a large scale,many employees,and occupy a variety of social resources,which are closely linked with the socio-economic development of the city.To revitalize the DB region,we must solve the development problems of central and local state-owned enterprises,and use the benefits of state-owned enterprises to seek the coordinated development of regional social economy,so as to promote the revitalization of economy of the DB region and improve people’s livelihood.The DB region is generally large industrial state-owned enterprises.After undergoing the baptism of the market transformation era,two strong and special characteristics of the unit system are still preserved.First,the high integration of large state-owned enterprises and the cities where they are located has formed the typical“one city,one enterprise”model in the northeast region.The second is the new and implicit dependence of employees of large state-owned enterprises.By considering the deep integration of large state-owned enterprises in the DB region and urban unit communities,this paper analyzes from the perspectives of the labor competition environment in the workshop and the human and social factors in the workplace,selects human capital and social capital as the core elements,and divides employees into four types of employees:compound capitaloriented,social capital-oriented,human capital-oriented and stable oriented,thus based on the construction of interpersonal relationships,the use of social networks Social capital mobilization and other aspects to study the behavior characteristics of employees of large state-owned enterprises,including managers and ordinary employees,in workshop labor practice in the workplace.Therefore,from the perspective of the interaction between human capital and social capital,this paper discusses the interaction process of interpersonal relationship and work ability deeply embedded in the internal workshop labor practice of large state-owned enterprises in DB region of China,and shows the game relationship between the unit relationship culture and the market competition mechanism behind the two.Based on the employment characteristics of the employees of state-owned enterprises who prefer the new system as the starting point,and according to the differences in their holdings of human capital and social capital,this paper focuses on the different work results of the employees of large state-owned enterprises who are affected by the attraction of the new system,and analyzes the strategic compromise management process of managers,presenting the process and results of the game between the relationship tension and the market competition mechanism in the new large state-owned enterprises in DB region of China.Under the influence of the culture of human and regional characteristics in DB region of China,employees have more other results after the integration and coordination of human capital possession and social capital use,in addition to achieving progress in work and position.This paper analyzes the classification of employees in large state-owned enterprises in DB region of China and the formation process of managers’labor management logic from the perspective of dynamic and actors,so as to show the behavior logic and thinking mode of employees in state-owned enterprises affected by the new system preferences under the model of one city and one enterprise,and depict the unique work logic formed by managers in the interaction and game process of“relationship”and“ability”.In the face of the characteristic differentiation of employee groups,the manager coordinates the work intensity and benefit return of each employee group according to the characteristics of different employee groups,so that when each group completes the work task together,it can avoid the situation of collective slack,strike or accumulation of dissatisfaction and resistance caused by the unequal workload of different employee groups.It is also found that both employees and managers in stateowned enterprises take social and cultural factors such as relationship factors and social capital as important basis for their choice of work behavior and generation of work attitude,and form a symbiotic strategy of mutual cooperation and coordination under the logic of reciprocal coordination between management and employees.In the field of work practice,employees of large state-owned enterprises present the behavioral characteristics of both rational economic dominance and social and cultural dominance.Large state-owned enterprises have achieved the behavioral consistency and win-win development strategy of employee groups in the interweaving of multiple elements such as hierarchical system,unit system and relativism.In the game between relationship tension and market mechanism represented by relationship and ability,this paper puts forward the concept of strategic symbiosis of compromise management as a response to the different results of ordinary state-owned enterprise employees based on the difference of human capital and social capital in the coordination and management methods of managers at the overall planning level of large state-owned enterprises in DB region of China.Strategic symbiosis is a concept with the characteristics of management of large state-owned enterprises in the DB region extracted from the field survey in this paper,that is,the manager acts as the coordinator to coordinate the relationship between various types of employees and maintain the productivity and social resources of the enterprise,abandons the traditional management characteristics,realizes strategic management by flexibly using the characteristics of different staff resources,and takes the relationship in the field of public work to the field of private life without violating the conventional system.The interaction between employees and managers makes the leadership authority generalized into relational power.Managers follow the principle of reciprocity and use incentives,appeasements and other means to maintain a positive production status for the group of employees with more workload,avoid collective slack and conflict,and achieve the management characteristics of win-win strategy for different groups of employees.The innovation of this paper is as follows.Firstly,based on the division of employee groups in northeast state-owned enterprises based on human capital and social capital,the abstract capital theory is incorporated into the specific employee group research.Secondly,the interaction between unit relationship culture and market competition mechanism in the labor field of state-owned enterprises has been brought into the social vision of the northeast region,highlighting the characteristics of human regions.Thirdly,the group development strategy of compromise and symbiosis is proposed,presenting the strategic employee relationship balance model of mutual coordination between managers.Fourth,based on the integration,conflict and interaction between the relationship culture of large state-owned enterprises in DB region of China and the market mechanism mechanism,this paper puts forward a new idea combining the characteristics of DB region of China to better realize the system optimization,give full play to the positive advantages of social networks,and promote the market economy mechanism to play a dominant role in the culture of state-owned enterprises in DB region of China.Therefore,this paper has certain innovative construction significance in explaining the field of employee relations and labor process of large state-owned enterprises in DB region of China,and provides an idea based on the combination of human capital and social capital for the realization of relationship optimization and adjustment of system optimization in the process of practical reform of labor relations in state-owned enterprises,with the game of relationship tension and market mechanism in large state-owned enterprises in DB region of China as the core,it provides new support for the more effective implementations of the DB area of revitalization strategy in the social development characteristics of the DB region.
作者
孙雯
Sun Wen(School of Philosophy and Sociology,Jinlin University,Changchun,Jilin)
出处
《政治人类学评论》
2023年第1期171-246,354-358,7,共82页
Political Anthropology Review
关键词
人力资本
社会资本
关系张力
市场机制
策略共生
human capital
social capital
relationship tension
market mechanism
decision-making symbiosis
