个性化人力资源管理下员工组织公平感探析
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摘要
以员工个性心理需求为基础的个性化人力资源管理将会主导未来的人力资源管理实践,但是组织公平感给个性化人力资源管理的实施带来了难题和挑战。本文在对个性化人力资源管理的产生机理和组织公平感的理论进行阐释后,通过对二者关系的分析来探讨如何协调个性化人力资源与组织公平感的冲突,并提出了协调二者关系的建议和对策。
Take the staff individual psychological demand as the foundation,the idiosyncratic human resources management will dominate the practice of human resource management in the future,but the organizational justice brings difficulties and challenges to idiosyncratic human resources management. After explaining the idiosyncratic human resources management generation mechanism and the organizational justice theory,through the analysis of the relationship between them,this paper discusses how to coordinate the conflict of idiosyncratic human resources management and organizational justice and puts forward the countermeasures and suggestions of making coordination of the relationship between them.
Take the staff individual psychological demand as the foundation,the idiosyncratic human resources management will dominate the practice of human resource management in the future,but the organizational justice brings difficulties and challenges to idiosyncratic human resources management. After explaining the idiosyncratic human resources management generation mechanism and the organizational justice theory,through the analysis of the relationship between them,this paper discusses how to coordinate the conflict of idiosyncratic human resources management and organizational justice and puts forward the countermeasures and suggestions of making coordination of the relationship between them.
引文
[1]宋遥,陈芳,井辉.个性化人力资源管理:概念界定及作用机制[J].郑州航空工业管理学院学报,2013(4):90-94.
[2]Rousseau D.M.I-deals:Idiosyncratic deals employees Bargain for Themselves[M].New York:Sharpe,2005.
[3]党国安,魏力.个性化人力资源管理产生机理的概念模型研究[J].商业时代,2013(2):85-86.
[4]王刚,李志祥.谈差异化人力资源管理[J].商业时代,2007(2):51-52.
[5]正略钧策管理咨询公司.中国人力资源调研报告[R].北京:商业数据研究中心,2010:1-81.
[6]苏琴,施叶.个性化协议及其在企业管理中的运用[J].人力资源管理,2012(5):34-35.
[7]高日光,凌文辁,王碧英.基于组织公平的人力资源管理研究[J].科技进步与对策,2004(9):169-171.
[8]马飞,孔凡晶.组织公平理论研究述评[J].经济纵横,2010(11):121-125.
[9]孙晓东,周新平.谈个性化人力资源管理[J].经济与管理,2003(10):38-39.
[2]Rousseau D.M.I-deals:Idiosyncratic deals employees Bargain for Themselves[M].New York:Sharpe,2005.
[3]党国安,魏力.个性化人力资源管理产生机理的概念模型研究[J].商业时代,2013(2):85-86.
[4]王刚,李志祥.谈差异化人力资源管理[J].商业时代,2007(2):51-52.
[5]正略钧策管理咨询公司.中国人力资源调研报告[R].北京:商业数据研究中心,2010:1-81.
[6]苏琴,施叶.个性化协议及其在企业管理中的运用[J].人力资源管理,2012(5):34-35.
[7]高日光,凌文辁,王碧英.基于组织公平的人力资源管理研究[J].科技进步与对策,2004(9):169-171.
[8]马飞,孔凡晶.组织公平理论研究述评[J].经济纵横,2010(11):121-125.
[9]孙晓东,周新平.谈个性化人力资源管理[J].经济与管理,2003(10):38-39.