民营企业员工关系风险成因及预警管理研究
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摘要
自改革开放以来,我国民营企业发展日新月异。民营企业的数量占全国企业总数的70%以上,产值占到GDP的60%以上,吸收的就业人员占全国非农就业总人数的80%左右,民营企业在促进经济增长、扩大内需、缓解就业压力等方面起到了重要作用,已经成为我国经济体系的重要组成部分。然而,在民营企业高速发展的过程中,暴露出来了各种各样的问题,其中以员工关系风险尤为突出。部分企业由于没有及时察觉员工关系风险源的存在,或者察觉到了但不知如何有效处理,导致这一风险成为企业发展过程中的重要隐患之一,一旦风险爆发衍化为员工关系危机,企业主和员工双方的利益将会遭受严重损失。因而,调查了解我国民营企业员工关系现状,归纳和提炼引起员工关系风险的成因,并有针对性地制定风险预警管理机制具有重要的理论价值和现实意义。
本研究在查阅国内外有关员工关系风险管理、预警管理文献的基础上,结合进行实地访谈获得的一手资料,设计了民营企业员工关系现状调查问卷,并对武汉、上海、北京、深圳等地23家民营企业的员工进行了抽样调查。然后采用SPSS16.0软件对获取的数据进行统计分析,运用因子分析法归纳和提炼出员工关系风险的6大维度,运用相关分析证明了各维度与员工关系风险指数成明显的负相关关系,运用回归分析探讨了各个维度对员工关系风险指数的影响程度并构建了回归方程,运用独立样本T检验和单因素方差分析法探讨了不同人口统计变量的调查对象在员工关系风险各个维度及风险指数上的认知差异。
基于上述研究结论,本文构建了民营企业员工关系风险预警管理体系,主要包括:预警管理的原则及目标、预警管理模型及预警管理流程、预警管理指标体系、员工关系风险多层次模糊综合评价、员工关系风险的预警和预控管理措施。力图把预警管理思想引入民营企业员工关系风险管理之中,为民营企业进行员工关系风险预警管理提供参考,通过预警管理对民营企业员工关系风险进行检测、识别、评价和预警预控管理,把员工关系风险消灭在萌芽状态,促使我国民营企业在和谐稳定的员工关系氛围中实现又好又快地发展。
Since the reform and opening up, private enterprises in China have been developing rapidly. The number of private enterprises account for more than 70% of the total number of enterprises, the output value account for more than 60% of GDP, employed in private enterprises accounts for about 80% of the total number of non-agricultural employment, private enterprises have played an important role in promoting economic growth, expanding domestic demand and alleviating the employment pressure, it has become an important component in Chinese economic system. However, with the rapid development of private enterprises, there has exposed a wide range of issues, of which the employee relations risk is particularly prominent. Some enterprises did not perceive the existence of employee relations risk source, or aware, but they do not know how to deal effectively with it, as a result, this risk becomes one of the important risks in the process of enterprise development, once the risk outbreaks and derived as the staff relations crisis, the interests of both owners and employees will suffer serious losses. Thus, investigating and understanding the status quo of employee relations of Chinese private enterprises, induction and refining the causes arousing employee relations risks, and targeted developing a risk warning management mechanism, these seem very necessity.
In this study, on the basis of reading relevant literature and interviewing some employees, a questionnaire is designed, which is about the status quo of employee relations in private enterprises, and conduct a sample survey to employees of 23 private enterprises which lay in Wuhan, Shanghai, Beijing ,Shenzhen and Ningbo. Then the data obtained from investigating are analyzed by the software SPSS16.0, using factor analysis to conclude and extract the six major dimensions of employee relations risk source, using the correlation analysis to shows that there have a significant negative correlation between the six dimensions and employees relationships risk index, using the regression analysis to explore the extent of influence that the six dimensions give on the employees relationship risk index, and build the regression equation, using independent-samples T test and Single-factor variance analysis to explore the different attitudes of persons with different demographic variables on the six dimensions and staff relations risk indices.
Based on the above findings, this thesis constructed the early-warning management system about private enterprises' employee relationship risk, including: the principle and goals of early-warning management system, early-warning management model and flows, early-warning management indicator system, multi-level fuzzy comprehensive evaluation of employee relationship risk, and the early-warning and early control management measures. And try the best to introduce the early-warning management idea to the process of employee relationship risk manangment, in order to inspect, identify, estimate and control the risk of employee relations of private enterprises. So as to eliminate the risk of employee relations in the bud, and prompt Chinese private enterprises to achieve good and fast development in a harmonious and stable employee relations atmosphere.
本研究在查阅国内外有关员工关系风险管理、预警管理文献的基础上,结合进行实地访谈获得的一手资料,设计了民营企业员工关系现状调查问卷,并对武汉、上海、北京、深圳等地23家民营企业的员工进行了抽样调查。然后采用SPSS16.0软件对获取的数据进行统计分析,运用因子分析法归纳和提炼出员工关系风险的6大维度,运用相关分析证明了各维度与员工关系风险指数成明显的负相关关系,运用回归分析探讨了各个维度对员工关系风险指数的影响程度并构建了回归方程,运用独立样本T检验和单因素方差分析法探讨了不同人口统计变量的调查对象在员工关系风险各个维度及风险指数上的认知差异。
基于上述研究结论,本文构建了民营企业员工关系风险预警管理体系,主要包括:预警管理的原则及目标、预警管理模型及预警管理流程、预警管理指标体系、员工关系风险多层次模糊综合评价、员工关系风险的预警和预控管理措施。力图把预警管理思想引入民营企业员工关系风险管理之中,为民营企业进行员工关系风险预警管理提供参考,通过预警管理对民营企业员工关系风险进行检测、识别、评价和预警预控管理,把员工关系风险消灭在萌芽状态,促使我国民营企业在和谐稳定的员工关系氛围中实现又好又快地发展。
Since the reform and opening up, private enterprises in China have been developing rapidly. The number of private enterprises account for more than 70% of the total number of enterprises, the output value account for more than 60% of GDP, employed in private enterprises accounts for about 80% of the total number of non-agricultural employment, private enterprises have played an important role in promoting economic growth, expanding domestic demand and alleviating the employment pressure, it has become an important component in Chinese economic system. However, with the rapid development of private enterprises, there has exposed a wide range of issues, of which the employee relations risk is particularly prominent. Some enterprises did not perceive the existence of employee relations risk source, or aware, but they do not know how to deal effectively with it, as a result, this risk becomes one of the important risks in the process of enterprise development, once the risk outbreaks and derived as the staff relations crisis, the interests of both owners and employees will suffer serious losses. Thus, investigating and understanding the status quo of employee relations of Chinese private enterprises, induction and refining the causes arousing employee relations risks, and targeted developing a risk warning management mechanism, these seem very necessity.
In this study, on the basis of reading relevant literature and interviewing some employees, a questionnaire is designed, which is about the status quo of employee relations in private enterprises, and conduct a sample survey to employees of 23 private enterprises which lay in Wuhan, Shanghai, Beijing ,Shenzhen and Ningbo. Then the data obtained from investigating are analyzed by the software SPSS16.0, using factor analysis to conclude and extract the six major dimensions of employee relations risk source, using the correlation analysis to shows that there have a significant negative correlation between the six dimensions and employees relationships risk index, using the regression analysis to explore the extent of influence that the six dimensions give on the employees relationship risk index, and build the regression equation, using independent-samples T test and Single-factor variance analysis to explore the different attitudes of persons with different demographic variables on the six dimensions and staff relations risk indices.
Based on the above findings, this thesis constructed the early-warning management system about private enterprises' employee relationship risk, including: the principle and goals of early-warning management system, early-warning management model and flows, early-warning management indicator system, multi-level fuzzy comprehensive evaluation of employee relationship risk, and the early-warning and early control management measures. And try the best to introduce the early-warning management idea to the process of employee relationship risk manangment, in order to inspect, identify, estimate and control the risk of employee relations of private enterprises. So as to eliminate the risk of employee relations in the bud, and prompt Chinese private enterprises to achieve good and fast development in a harmonious and stable employee relations atmosphere.
引文
[1]黄孟复.中国民营企业劳动关系状况调查[M].北京:中国财政经济出版社,2008,3-15.
[2]黄孟复.中国民营企业经济发展报告[M].北京:社会科学文献出版社,2008,20-26.
[3]徐辉.中国劳动和社会保障统计年鉴[M].北京:中国劳动社会保障出版社,2009,5-8.
[4]Luken M,Baisch F.Decision support based on weak signals-overcoming the implementation gap of strategic early warning systems[J].1998 IEEE International Conference on Systems,1998.(2):157-159.
[5]Haseley Ken.Twenty tears after Bhopal:What you need to know about managing today's crises[J].Chemical Market Reporter,2004,226(18):21-22.
[6]Steve Marwitza,Neil Maxsonc.Corporate crisis management:Managing a major crisis in a chemical facility[J].Human Resource Management Review,2001,13(9):21-31.
[7]Pollard.Organizational crisis and the stragetice management process:Evidence from transforrmation economics[J].Economics,2008,15(1):290-297.
[8]Grenny J,Maxfield D,Shimberg A.How project leaders can overcome the crisis of silence MIT[J].Sloan Management Review,2007,48(4):46-52.
[9]诺曼·R·奥古斯丁(Augustine.N.R.).危机管理[M].北京:中国人民大学出版社,2001.
[10]Mousumi B,Hattacharya,Patrick M.Managing human assets in an uncertain world:applying real theory to HRM[J].Cahrs Working Paper Series,Comell University,2004.
[11]Bustamante EA,Bliss JP,Anderson BL.Effects of varying the threshold of alarm systems and workload on human performance[J].Economics,2007.50(7):1127-1147.
[12]Morison R,Erickson T,Dychtwald K.Managing middlesence[J].Harwand Business Review,2006,84(3):78.
[13]Markel KS,Barclay LA.The intersection of risk management and human resources:an illustration using genetic mapping.International Journal of Risk Assessment&Management,2007,7(3):326-340.
[14]Mayhew Claire,Chappel Duncan.Workplace violence:an overview of patterns of risk and the emotional[J].Stress consequences on targets,2007,30(5) 327-339.
[15]Myduc L,Taa,and Dana P.Frequency and determinants of recommended workplace violence prevention measures[J].Public Personnel Management,2002.30(2):145-150.
[16]Jill Kickul,Scott W.Lester.Broken Promises:Equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior[J].Human Resource Development Press,2001,16(2):191-217.
[17]Gagnon Mark A,Michael Judd H.Employee strategic alignment at a wood manufacturer:An exploratory analysis using lean manufacturing[J].Forest Products Journal,2003,53(10):24-29.
[18]Kathie L,Pelletier,Michelle C.The Aftermath of organizational corruption:employee attributions and emotional reactions,2007,(10):823-844.
[19]Ursin H,Eriksen H.Cognitive activation theory of stress,sensitization,and common health complaints[J].Public Personnel Management,2002,32(4):304-310.
[20]Moreno Egea,Latorre Reviriego.Society and surgery[J].Burnout and Surgeons,2008,83(3):118-124.
[21]Sohn SY,Chang IS,Moon TH.Random effects weibull regression model for occupational lifetime[J].European Journal of Operational Research,2007,179(1):124-131.
[22]Jones,Russel.Brain drain concerns in technical capacity building efforts[J].ASEE Annual Conference and Exposition,2006,25(4):119-121.
[23]Olstein,Myron A.Managing the coming brain drain[J].Journal/American Water Works Association,2005,97(6):60-67.
[24]罗帆,佘廉.企业组织管理危机的早期诊断及预警管理[J].经济理论与经济与管理,2001,31(7):35-38.
[25]刘英茹,张怡梅.论组织危机管理过程中的预警管理[J].经济研究导刊,2005.(11):35-37.
[26]文华,杨青,马慧敏.企业全面危机管理体系的构建[J].经营理论研究,38-40.
[27]王春,陈友玲.模糊综合评价法在企业危机预警中的应用[J].工业工程管理,2007(2):85-101.
[28]邹伶.企业战略性危机预警研究[D].长沙:中南大学,2008.
[29]罗帆,佘廉.企业人力资源危机的预警管理[J].工业工程与管理,2003,12(4):10-14.
[30]刘延松,聂珍.企业人力资源风险源的辨识[J].科技创业月刊,2007,(7):128-129.
[31]张丽丽.企业人力资源风险管理体系的构建与思考[J].经营管理者,2008,(7):232-235.
[32]黄洁娟.我国企业人力资源风险管理[J].商场现代化,2008,543(6):293-294.
[33]王薛刚.人力资源风险管理的理论研究与实证分析[D].武汉:武汉理工大学,2004.
[34]赵阳.高新技术企业人力资源管理中的风险问题研究[D].北京:北京交通大学,2007.
[35]郭金从.企业核心员工人力资源风险管理研究[D].兰州:兰州大学,2008.
[36]刘湘国,袁仕福.民营企业劳资冲突的形式及其原因分析[J].嘉兴学院学报,2005,(4):62-65.
[37]王丽琴,黄大乾.私营企业劳资冲突的成因及对策[J].决策与信息,2008,44(8):109-110.
[38]李杏果.非公有制企业劳资冲突与劳资关系的和谐秩序[J].中国劳动关系学院学报,2006,20(3):5-9.
[39]刘湘国.心理契约与私营企业劳资关系的冲突和协调[J].北京劳动保障职业学院学报,2008,61(2):15-17.
[40]陈于.私营企业劳资冲突影响因素研究[D].南京:南京理工大学,2007.
[41]赵晓兰,乔源瑞.企业员工关系预警管理中公关问题的成因分析[J].经济师,2002(10):243-244.
[42]赵晓兰,朱琪等.企业员工关系公关预警指标体系之探讨[J].经济师,2002(7):74-75.
[43]赵晓兰,李秀敏等.用因子分析法构建企业员工关系公关预警指标评价模型[J].河北科技大学学报,2006,27(3):261-266.
[44]谭荣波,梅晓仁.SPSS统计分析实用教程[M].北京:科学出版社,2005:209-223.
[45]刘金诺.航空公司核心员工离职的预警机制研究[D].武汉:武汉理工大学,2007:25-27.
[2]黄孟复.中国民营企业经济发展报告[M].北京:社会科学文献出版社,2008,20-26.
[3]徐辉.中国劳动和社会保障统计年鉴[M].北京:中国劳动社会保障出版社,2009,5-8.
[4]Luken M,Baisch F.Decision support based on weak signals-overcoming the implementation gap of strategic early warning systems[J].1998 IEEE International Conference on Systems,1998.(2):157-159.
[5]Haseley Ken.Twenty tears after Bhopal:What you need to know about managing today's crises[J].Chemical Market Reporter,2004,226(18):21-22.
[6]Steve Marwitza,Neil Maxsonc.Corporate crisis management:Managing a major crisis in a chemical facility[J].Human Resource Management Review,2001,13(9):21-31.
[7]Pollard.Organizational crisis and the stragetice management process:Evidence from transforrmation economics[J].Economics,2008,15(1):290-297.
[8]Grenny J,Maxfield D,Shimberg A.How project leaders can overcome the crisis of silence MIT[J].Sloan Management Review,2007,48(4):46-52.
[9]诺曼·R·奥古斯丁(Augustine.N.R.).危机管理[M].北京:中国人民大学出版社,2001.
[10]Mousumi B,Hattacharya,Patrick M.Managing human assets in an uncertain world:applying real theory to HRM[J].Cahrs Working Paper Series,Comell University,2004.
[11]Bustamante EA,Bliss JP,Anderson BL.Effects of varying the threshold of alarm systems and workload on human performance[J].Economics,2007.50(7):1127-1147.
[12]Morison R,Erickson T,Dychtwald K.Managing middlesence[J].Harwand Business Review,2006,84(3):78.
[13]Markel KS,Barclay LA.The intersection of risk management and human resources:an illustration using genetic mapping.International Journal of Risk Assessment&Management,2007,7(3):326-340.
[14]Mayhew Claire,Chappel Duncan.Workplace violence:an overview of patterns of risk and the emotional[J].Stress consequences on targets,2007,30(5) 327-339.
[15]Myduc L,Taa,and Dana P.Frequency and determinants of recommended workplace violence prevention measures[J].Public Personnel Management,2002.30(2):145-150.
[16]Jill Kickul,Scott W.Lester.Broken Promises:Equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior[J].Human Resource Development Press,2001,16(2):191-217.
[17]Gagnon Mark A,Michael Judd H.Employee strategic alignment at a wood manufacturer:An exploratory analysis using lean manufacturing[J].Forest Products Journal,2003,53(10):24-29.
[18]Kathie L,Pelletier,Michelle C.The Aftermath of organizational corruption:employee attributions and emotional reactions,2007,(10):823-844.
[19]Ursin H,Eriksen H.Cognitive activation theory of stress,sensitization,and common health complaints[J].Public Personnel Management,2002,32(4):304-310.
[20]Moreno Egea,Latorre Reviriego.Society and surgery[J].Burnout and Surgeons,2008,83(3):118-124.
[21]Sohn SY,Chang IS,Moon TH.Random effects weibull regression model for occupational lifetime[J].European Journal of Operational Research,2007,179(1):124-131.
[22]Jones,Russel.Brain drain concerns in technical capacity building efforts[J].ASEE Annual Conference and Exposition,2006,25(4):119-121.
[23]Olstein,Myron A.Managing the coming brain drain[J].Journal/American Water Works Association,2005,97(6):60-67.
[24]罗帆,佘廉.企业组织管理危机的早期诊断及预警管理[J].经济理论与经济与管理,2001,31(7):35-38.
[25]刘英茹,张怡梅.论组织危机管理过程中的预警管理[J].经济研究导刊,2005.(11):35-37.
[26]文华,杨青,马慧敏.企业全面危机管理体系的构建[J].经营理论研究,38-40.
[27]王春,陈友玲.模糊综合评价法在企业危机预警中的应用[J].工业工程管理,2007(2):85-101.
[28]邹伶.企业战略性危机预警研究[D].长沙:中南大学,2008.
[29]罗帆,佘廉.企业人力资源危机的预警管理[J].工业工程与管理,2003,12(4):10-14.
[30]刘延松,聂珍.企业人力资源风险源的辨识[J].科技创业月刊,2007,(7):128-129.
[31]张丽丽.企业人力资源风险管理体系的构建与思考[J].经营管理者,2008,(7):232-235.
[32]黄洁娟.我国企业人力资源风险管理[J].商场现代化,2008,543(6):293-294.
[33]王薛刚.人力资源风险管理的理论研究与实证分析[D].武汉:武汉理工大学,2004.
[34]赵阳.高新技术企业人力资源管理中的风险问题研究[D].北京:北京交通大学,2007.
[35]郭金从.企业核心员工人力资源风险管理研究[D].兰州:兰州大学,2008.
[36]刘湘国,袁仕福.民营企业劳资冲突的形式及其原因分析[J].嘉兴学院学报,2005,(4):62-65.
[37]王丽琴,黄大乾.私营企业劳资冲突的成因及对策[J].决策与信息,2008,44(8):109-110.
[38]李杏果.非公有制企业劳资冲突与劳资关系的和谐秩序[J].中国劳动关系学院学报,2006,20(3):5-9.
[39]刘湘国.心理契约与私营企业劳资关系的冲突和协调[J].北京劳动保障职业学院学报,2008,61(2):15-17.
[40]陈于.私营企业劳资冲突影响因素研究[D].南京:南京理工大学,2007.
[41]赵晓兰,乔源瑞.企业员工关系预警管理中公关问题的成因分析[J].经济师,2002(10):243-244.
[42]赵晓兰,朱琪等.企业员工关系公关预警指标体系之探讨[J].经济师,2002(7):74-75.
[43]赵晓兰,李秀敏等.用因子分析法构建企业员工关系公关预警指标评价模型[J].河北科技大学学报,2006,27(3):261-266.
[44]谭荣波,梅晓仁.SPSS统计分析实用教程[M].北京:科学出版社,2005:209-223.
[45]刘金诺.航空公司核心员工离职的预警机制研究[D].武汉:武汉理工大学,2007:25-27.