民营企业员工社会责任的战略定位及实施绩效研究
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摘要
企业社会责任是20世纪以来显现于管理学、经济学、社会学、伦理学、法学、哲学等学科的概念并重点研究的课题。作为核心利益相关者的员工则是企业社会责任问题的热点研究对象。随着全球社会责任运动的不断推进,20世纪末开始,企业社会责任战略成为企业界和学术界探讨的新议题,其中,关于企业员工社会责任战略的研讨空间较大。
历经30多载快速发展的民营企业,目前正饱受“民工荒”和员工流失等困扰,引人和留人成为其进一步发展的瓶颈。学者们通过实证分析认为,问题的根源在于民营企业员工社会责任的缺失。本研究正是基于民营企业员工社会责任的不佳现状,提出应该构建民营企业员工社会责任的战略定位并予以实施的观点,并在此基础上深入拓展。
作为一个企业社会责任领域和战略领域的交叉性议题,本文选取民营企业的员工作为研究对象,并从独具中国特色的文化视角出发,以探求在不同文化背景下,民营企业有别于西方发达国家企业的社会责任战略考量。为了达成预期目的,本研究基于中国文化和制度环境背景,采用理论演绎、模型构建、问卷调查、统计分析等方法,重点进行理论推导和实证分析民营企业员工社会责任的战略定位、战略实施及其绩效的维度以及三者的关系,论证民营企业循着超越历史的自然过程中,所逐渐建立的股东-员工协调型发展战略的科学性和合理性。
本研究分7章展开论述,主要的研究思路为：第1章引言,介绍论文的研究背景,从而引出研究问题和研究意义,明确研究内容与方法；第2章依次对民营企业社会责任、民营企业员工社会责任和民营企业社会责任战略进行相关文献回顾、梳理及评述；第3章理论推导出本文的核心立论,并构建民营企业员工社会责任战略定位维度框架及假设;第4章分析民营企业员工社会责任战略实施及其绩效评价维度,并提出理论假设；第5章构筑本研究的理论模型并提出相应假设；第6章通过问卷调查及SPSS软件统计分析,验证测量维度及研究假设,考察民营企业员工社会责任的战略维度及其相互关系,并总结研究结果和深入讨论；第7章阐述本文的主要结论、研究创新点、局限点和展望。
本研究的主要结论有如下5点：
(1)在全球社会责任浪潮和人力资源战略地位凸显的时代背景下依据中国文化弘扬的人文精神、基于资源决定论和核心能力论的企业人力资源战略观,民营企业应该改变“股东至上”的社会责任观为“利益相关者”社会责任观,同时采用适应-预见型战略,调整低劳动力成本的刚性战略定位为股东和员工协调型发展的新型战略。
(2)对相关概念维度的重新解构和验证。在企业社会责任战略理论基础上,本文结合民营企业员工社会责任特点、中国文化中的义利观与和合思想,设计并通过因子分析方法验证民营企业员工社会责任的战略定位构成维度,包括和谐劳资关系的责任愿景、企业员工社会责任能力、利益相关者要求、员工社会责任标准。从和合思想和层次责任出发,重新解构民营企业员工社会责任的战略实施维度,包括员工最低权益保障、员工发展共享权益保障、股东和员工沟通机制。基于实现员工和股东利益的目的,构建包括员工满意度、员工核心能力、员工工作绩效和企业经营绩效4维度的员工社会责任战略实施绩效评价体系。
(3)通过相关性分析表明,民营企业员工社会责任战略定位与战略实施之间存在正相关关系；民营企业员工社会责任的战略定位与实施绩效之间无显著相关关系；民营企业员工社会责任的战略实施与绩效显著相关。
(4)从方差分析结果显示,民营企业的不同发展阶段和企业规模与员工社会责任战略并无明显差异；而不同企业类型的民营企业来说,员工社会责任的战略差异较大。
(5)通过多角度分析,本文发现中国文化的和合思想在民营企业员工社会责任战略决策中起到了关键的作用。
本文总体结论是：民营企业需要重视员工个人权益问题,采用股东-员工协调型发展的战略定位,才能使员工社会责任表现符合现代企业责任观,提高员工的核心能力,促进企业的可持续发展。
本文的主要创新点有如下3点：
(1)本文选取民营企业为研究对象,研究民营企业员工社会责任战略问题。目前学术上仍然以西方发达国家的企况为基础,对一般意义上的企业社会责任问题展开相关的理论探讨。本研究从民营企业的企业性质、中国情境下的制度环境、家族文化等特点出发,理论推导出民营企业应该改变低劳动力成本的战略,树立人力资源战略观,采用适应-预见型的股东-员工协调型发展的责任战略。
(2)首次把企业员工的社会责任与战略问题有机结合在一起进行研讨。目前,已有丰富的企业社会责任研究成果,企业社会责任战略课题则较新,但专门研究员工社会责任及其战略的较少。所以,本文探索性地解构关于民营企业员工社会责任的战略定位维度、战略实施维度和战略绩效评价体系,并探讨三者之间的关系。其中,在传统的企业绩效研究基础上,提出员工社会责任战略绩效概念,明确民营企业实施员工社会责任战略最终是为了提升员工核心能力、员工满意度、员工工作绩效和企业经营绩效。
(3)本文基于中国文化视角,从根本上探寻有别于西方发达国家企业的员工社会责任战略问题。研究表明,民营企业员工社会责任的战略定位不应沿用西方传统理论彰显的股东至上战略,而采纳股东-员工协调型发展战略；民营企业员工社会责任战略中蕴含着中国文化的和合思想。
由于客观原因,本文在研究过程中仍存在局限之处。企业员工社会责任的战略问题作为一个重要的新研究热点,目前尚未形成完善的理论体系,尚有大量的问题值得深入探讨和研究。
Corporate social responsibility (CSR) has been the concept and highlights research topic in many fields of management, economics, sociology, ethics, law, philosophy since twentieth century. As the core stakeholders of enterprise, staff is the hot research object about the corporate social responsibility. With the global movement of social responsibility steadily, corporate social responsibility strategy (CSR strategy)has become a new topic by business circles and academia beginning at the end of twentieth century, but the research of CSR strategy to employees has a long time to go.
With rapid development by more than30years, private enterprises are suffering from some problems of "shortage of migrant workers" and staffs turnover now, so attraction and retention talents have been becoming the bottleneck for further development. Through empirical analysis, scholars point out that the germ of the problem depends on the shortage of enterprise social responsibilities to employees. Based on poor situation of private enterprises' responsibilities for employees, this research put forward point of view about the construction of CSR strategic positioning and implementation by private enterprises on the staffs, and further expansion.
As a cross subject in the fields of corporate social responsibility and strategy, from the unique characteristics of Chinese cultural perspective, this paper selects the staffs of private enterprises as the research object and explores the strategy of corporate social responsibility of private enterprise, which is different from the western developed countries with different cultural background. In order to achieve the purpose expected, this research adopts the methods of theoretical deduction, model construction, questionnaire, statistical analysis and so on. Basing on the background of Chinese culture and system environment, the paper focuses on the theoretical and empirical analysis on the dimensions of private enterprise employee's social responsibility about strategic positioning, strategic implementation, performance and their relationships, demonstrating the science and rationality about the strategy of the shareholders and employees coordination, gradual established by private enterprises beyond the natural history process.
The study is divided into seven chapters, with the main research thought as followings:the first chapter is about introduction, introducing the research background of the thesis, which leads to the research question and the significance, clearing research contents and methods; the second chapter has literature review, combing and comment on social responsibility of private enterprises, social responsibility to employees of private enterprises and the social responsibility strategy of private enterprises; the third chapter derives the core arguments from the theory and constructs strategic positioning model and hypothesis; in the fourth chapter, it analyzes dimensions of social responsibility strategy implementation and its performance valuation about private enterprises to employees,and puts forward the theory hypothesis; in the fifth chapter, it constructs the theoretical model of this study and put forward the corresponding hypotheses; the sixth chapter verifies dimensions and research hypothesis, investigates social responsibility strategic dimensions and their relationships of the private enterprises to employees through the questionnaire and statistical analysis software SPSS; the seventh chapter describes the main conclusion, research innovations, limitation and prospect of the paper.
The five points of main research findings are as follows:
(1) Under the background of the global tide of social responsibility and highlight of human resource strategic position, private enterprises should change the social responsibility view of "shareholders first" to "stakeholders ", at the same time, adjust strategic positioning from the low cost of labor force with rigidity to the new strategy about coordinated development of the shareholders and employees, according to Chinese culture of the humanistic spirit and the strategic view enterprise human resource based on the resource-based theory and core competence theory.
(2) It deconstructs and validates the dimensions of some concept. Based on the theory of corporate social responsibility strategy, combining with the characteristics of CSR to employees, in the view of justice and benefit and cooperation thought of Chinese culture, the paper designs and verifies dimensions of social responsibility strategic positioning of private enterprises to employees by the method of factor analysis, including vision of harmonious labor relations, capacities of enterprise staffs social responsibility, stakeholder's requirements, standards of employee social responsibility. From the points of cooperation thought and levels of responsibility, it deconstructs the strategy implementation dimensions of CSR, including minimum rights protection for employees, development and sharing rights for employees, communication mechanism between shareholders and staffs. To realize the interests of employees and shareholders, it constructs strategy performance evaluation system of employee social responsibility, including employee satisfaction, core competence of employees, the job performance of employees and business performance.
(3) By the correlation analysis, it indicates that there is a positive correlation between strategic positioning and implementation of private enterprises social responsibility to employees; no obvious positive correlation between strategic positioning and implementation performance;a positive correlation between strategic implementation and its performance.
(4) With the analysis of variance, it shows the result that it has no obvious difference about social responsibility strategy to employees in different developmental stages and scale of private enterprises;but some diffidences about types of enterprises.
(5) With angle analysis, it finds that Chinese cultural factors about cooperation thought has played a key role in strategic decision of private enterprises to employees.
The paper makes the conclusions that private enterprises should pay attention to individual equity of employees, and adopt the strategic positioning of coordination between shareholders and the staffs, which can make social responsibility performance to employees in line with the view of modern enterprise responsibility, improve the staffs core ability, and promote the sustainable development of enterprises.
There are three points of main innovation of the paper as following:
(1) Selecting private enterprise as the important research object, the paper studies social responsibility strategy of the private enterprises to employees. At present, the theories of corporate social responsibility have been discussed with the general sense basing on the condition of enterprises in western developed country. Considering the characteristics of nature of private enterprises, under the situation of institutional environment in China, family culture, the research derives that private enterprises should change the strategy of the low labor force cost and adopt with coordinated development strategy of shareholders and employees with the human resources strategy.
(2) It's the first time to discuss the issues about the enterprise social responsibilities to employees and strategy together. Nowadays, there are a lot of research achievements about CSR, and a relatively new topic about CSR strategy; but less research on social responsibility and strategy to employees. Therefore, the article explores to deconstruction of dimensions and relationship between the CSR strategy positioning of private enterprise to employees, strategy implementation and evaluation system of strategy performance. Based on the research of traditional enterprise performance, it proposes the concept of CSR strategic performance to employees, clears that implementation of CSR strategy to employees by private enterprise is to enhance employees' core competence, employee satisfaction, the job performance of employees and business performance.
(3) With the perspective of Chinese culture, the paper tries to find out difference of CSR strategy to employees from western developed countries fundamentally.The research shows that CSR strategic position of private enterprise to employees should not follow with the "stockholder first" strategy adopted by western theory, and adopt coordinated development strategy by shareholders and employees;CSR strategy of private enterprise to employees contains the factor of Chinese culture about cooperation thought.
Due to objective reasons, there are still limitations during the research.As an important and new research hotspot, the research of social responsibility strategy to employees has not formed a complete theoretical system yet, with worthy of further discussion and research about a number of issues.
历经30多载快速发展的民营企业,目前正饱受“民工荒”和员工流失等困扰,引人和留人成为其进一步发展的瓶颈。学者们通过实证分析认为,问题的根源在于民营企业员工社会责任的缺失。本研究正是基于民营企业员工社会责任的不佳现状,提出应该构建民营企业员工社会责任的战略定位并予以实施的观点,并在此基础上深入拓展。
作为一个企业社会责任领域和战略领域的交叉性议题,本文选取民营企业的员工作为研究对象,并从独具中国特色的文化视角出发,以探求在不同文化背景下,民营企业有别于西方发达国家企业的社会责任战略考量。为了达成预期目的,本研究基于中国文化和制度环境背景,采用理论演绎、模型构建、问卷调查、统计分析等方法,重点进行理论推导和实证分析民营企业员工社会责任的战略定位、战略实施及其绩效的维度以及三者的关系,论证民营企业循着超越历史的自然过程中,所逐渐建立的股东-员工协调型发展战略的科学性和合理性。
本研究分7章展开论述,主要的研究思路为：第1章引言,介绍论文的研究背景,从而引出研究问题和研究意义,明确研究内容与方法；第2章依次对民营企业社会责任、民营企业员工社会责任和民营企业社会责任战略进行相关文献回顾、梳理及评述；第3章理论推导出本文的核心立论,并构建民营企业员工社会责任战略定位维度框架及假设;第4章分析民营企业员工社会责任战略实施及其绩效评价维度,并提出理论假设；第5章构筑本研究的理论模型并提出相应假设；第6章通过问卷调查及SPSS软件统计分析,验证测量维度及研究假设,考察民营企业员工社会责任的战略维度及其相互关系,并总结研究结果和深入讨论；第7章阐述本文的主要结论、研究创新点、局限点和展望。
本研究的主要结论有如下5点：
(1)在全球社会责任浪潮和人力资源战略地位凸显的时代背景下依据中国文化弘扬的人文精神、基于资源决定论和核心能力论的企业人力资源战略观,民营企业应该改变“股东至上”的社会责任观为“利益相关者”社会责任观,同时采用适应-预见型战略,调整低劳动力成本的刚性战略定位为股东和员工协调型发展的新型战略。
(2)对相关概念维度的重新解构和验证。在企业社会责任战略理论基础上,本文结合民营企业员工社会责任特点、中国文化中的义利观与和合思想,设计并通过因子分析方法验证民营企业员工社会责任的战略定位构成维度,包括和谐劳资关系的责任愿景、企业员工社会责任能力、利益相关者要求、员工社会责任标准。从和合思想和层次责任出发,重新解构民营企业员工社会责任的战略实施维度,包括员工最低权益保障、员工发展共享权益保障、股东和员工沟通机制。基于实现员工和股东利益的目的,构建包括员工满意度、员工核心能力、员工工作绩效和企业经营绩效4维度的员工社会责任战略实施绩效评价体系。
(3)通过相关性分析表明,民营企业员工社会责任战略定位与战略实施之间存在正相关关系；民营企业员工社会责任的战略定位与实施绩效之间无显著相关关系；民营企业员工社会责任的战略实施与绩效显著相关。
(4)从方差分析结果显示,民营企业的不同发展阶段和企业规模与员工社会责任战略并无明显差异；而不同企业类型的民营企业来说,员工社会责任的战略差异较大。
(5)通过多角度分析,本文发现中国文化的和合思想在民营企业员工社会责任战略决策中起到了关键的作用。
本文总体结论是：民营企业需要重视员工个人权益问题,采用股东-员工协调型发展的战略定位,才能使员工社会责任表现符合现代企业责任观,提高员工的核心能力,促进企业的可持续发展。
本文的主要创新点有如下3点：
(1)本文选取民营企业为研究对象,研究民营企业员工社会责任战略问题。目前学术上仍然以西方发达国家的企况为基础,对一般意义上的企业社会责任问题展开相关的理论探讨。本研究从民营企业的企业性质、中国情境下的制度环境、家族文化等特点出发,理论推导出民营企业应该改变低劳动力成本的战略,树立人力资源战略观,采用适应-预见型的股东-员工协调型发展的责任战略。
(2)首次把企业员工的社会责任与战略问题有机结合在一起进行研讨。目前,已有丰富的企业社会责任研究成果,企业社会责任战略课题则较新,但专门研究员工社会责任及其战略的较少。所以,本文探索性地解构关于民营企业员工社会责任的战略定位维度、战略实施维度和战略绩效评价体系,并探讨三者之间的关系。其中,在传统的企业绩效研究基础上,提出员工社会责任战略绩效概念,明确民营企业实施员工社会责任战略最终是为了提升员工核心能力、员工满意度、员工工作绩效和企业经营绩效。
(3)本文基于中国文化视角,从根本上探寻有别于西方发达国家企业的员工社会责任战略问题。研究表明,民营企业员工社会责任的战略定位不应沿用西方传统理论彰显的股东至上战略,而采纳股东-员工协调型发展战略；民营企业员工社会责任战略中蕴含着中国文化的和合思想。
由于客观原因,本文在研究过程中仍存在局限之处。企业员工社会责任的战略问题作为一个重要的新研究热点,目前尚未形成完善的理论体系,尚有大量的问题值得深入探讨和研究。
Corporate social responsibility (CSR) has been the concept and highlights research topic in many fields of management, economics, sociology, ethics, law, philosophy since twentieth century. As the core stakeholders of enterprise, staff is the hot research object about the corporate social responsibility. With the global movement of social responsibility steadily, corporate social responsibility strategy (CSR strategy)has become a new topic by business circles and academia beginning at the end of twentieth century, but the research of CSR strategy to employees has a long time to go.
With rapid development by more than30years, private enterprises are suffering from some problems of "shortage of migrant workers" and staffs turnover now, so attraction and retention talents have been becoming the bottleneck for further development. Through empirical analysis, scholars point out that the germ of the problem depends on the shortage of enterprise social responsibilities to employees. Based on poor situation of private enterprises' responsibilities for employees, this research put forward point of view about the construction of CSR strategic positioning and implementation by private enterprises on the staffs, and further expansion.
As a cross subject in the fields of corporate social responsibility and strategy, from the unique characteristics of Chinese cultural perspective, this paper selects the staffs of private enterprises as the research object and explores the strategy of corporate social responsibility of private enterprise, which is different from the western developed countries with different cultural background. In order to achieve the purpose expected, this research adopts the methods of theoretical deduction, model construction, questionnaire, statistical analysis and so on. Basing on the background of Chinese culture and system environment, the paper focuses on the theoretical and empirical analysis on the dimensions of private enterprise employee's social responsibility about strategic positioning, strategic implementation, performance and their relationships, demonstrating the science and rationality about the strategy of the shareholders and employees coordination, gradual established by private enterprises beyond the natural history process.
The study is divided into seven chapters, with the main research thought as followings:the first chapter is about introduction, introducing the research background of the thesis, which leads to the research question and the significance, clearing research contents and methods; the second chapter has literature review, combing and comment on social responsibility of private enterprises, social responsibility to employees of private enterprises and the social responsibility strategy of private enterprises; the third chapter derives the core arguments from the theory and constructs strategic positioning model and hypothesis; in the fourth chapter, it analyzes dimensions of social responsibility strategy implementation and its performance valuation about private enterprises to employees,and puts forward the theory hypothesis; in the fifth chapter, it constructs the theoretical model of this study and put forward the corresponding hypotheses; the sixth chapter verifies dimensions and research hypothesis, investigates social responsibility strategic dimensions and their relationships of the private enterprises to employees through the questionnaire and statistical analysis software SPSS; the seventh chapter describes the main conclusion, research innovations, limitation and prospect of the paper.
The five points of main research findings are as follows:
(1) Under the background of the global tide of social responsibility and highlight of human resource strategic position, private enterprises should change the social responsibility view of "shareholders first" to "stakeholders ", at the same time, adjust strategic positioning from the low cost of labor force with rigidity to the new strategy about coordinated development of the shareholders and employees, according to Chinese culture of the humanistic spirit and the strategic view enterprise human resource based on the resource-based theory and core competence theory.
(2) It deconstructs and validates the dimensions of some concept. Based on the theory of corporate social responsibility strategy, combining with the characteristics of CSR to employees, in the view of justice and benefit and cooperation thought of Chinese culture, the paper designs and verifies dimensions of social responsibility strategic positioning of private enterprises to employees by the method of factor analysis, including vision of harmonious labor relations, capacities of enterprise staffs social responsibility, stakeholder's requirements, standards of employee social responsibility. From the points of cooperation thought and levels of responsibility, it deconstructs the strategy implementation dimensions of CSR, including minimum rights protection for employees, development and sharing rights for employees, communication mechanism between shareholders and staffs. To realize the interests of employees and shareholders, it constructs strategy performance evaluation system of employee social responsibility, including employee satisfaction, core competence of employees, the job performance of employees and business performance.
(3) By the correlation analysis, it indicates that there is a positive correlation between strategic positioning and implementation of private enterprises social responsibility to employees; no obvious positive correlation between strategic positioning and implementation performance;a positive correlation between strategic implementation and its performance.
(4) With the analysis of variance, it shows the result that it has no obvious difference about social responsibility strategy to employees in different developmental stages and scale of private enterprises;but some diffidences about types of enterprises.
(5) With angle analysis, it finds that Chinese cultural factors about cooperation thought has played a key role in strategic decision of private enterprises to employees.
The paper makes the conclusions that private enterprises should pay attention to individual equity of employees, and adopt the strategic positioning of coordination between shareholders and the staffs, which can make social responsibility performance to employees in line with the view of modern enterprise responsibility, improve the staffs core ability, and promote the sustainable development of enterprises.
There are three points of main innovation of the paper as following:
(1) Selecting private enterprise as the important research object, the paper studies social responsibility strategy of the private enterprises to employees. At present, the theories of corporate social responsibility have been discussed with the general sense basing on the condition of enterprises in western developed country. Considering the characteristics of nature of private enterprises, under the situation of institutional environment in China, family culture, the research derives that private enterprises should change the strategy of the low labor force cost and adopt with coordinated development strategy of shareholders and employees with the human resources strategy.
(2) It's the first time to discuss the issues about the enterprise social responsibilities to employees and strategy together. Nowadays, there are a lot of research achievements about CSR, and a relatively new topic about CSR strategy; but less research on social responsibility and strategy to employees. Therefore, the article explores to deconstruction of dimensions and relationship between the CSR strategy positioning of private enterprise to employees, strategy implementation and evaluation system of strategy performance. Based on the research of traditional enterprise performance, it proposes the concept of CSR strategic performance to employees, clears that implementation of CSR strategy to employees by private enterprise is to enhance employees' core competence, employee satisfaction, the job performance of employees and business performance.
(3) With the perspective of Chinese culture, the paper tries to find out difference of CSR strategy to employees from western developed countries fundamentally.The research shows that CSR strategic position of private enterprise to employees should not follow with the "stockholder first" strategy adopted by western theory, and adopt coordinated development strategy by shareholders and employees;CSR strategy of private enterprise to employees contains the factor of Chinese culture about cooperation thought.
Due to objective reasons, there are still limitations during the research.As an important and new research hotspot, the research of social responsibility strategy to employees has not formed a complete theoretical system yet, with worthy of further discussion and research about a number of issues.
引文
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