论非典型雇佣制度对组织的影响  

The Influence of Non-standard Employment on Organization

作　　者：林志扬[1] 陈致津[1] 

机构地区：[1]厦门大学管理学院,福建厦门361005

出　　处：《厦门大学学报（哲学社会科学版）》2013年第4期101-109,共9页Journal of Xiamen University(A Bimonthly for Studies in Arts & Social Sciences)

基　　金：教育部人文社会科学研究规划基金资助项目"组织结构变革中的路径依赖与路径突破研究"(11YJA630057)

摘　　要：非典型雇佣(non-standard employment)是一种不稳定的、有条件的短期的雇佣形式。非典型雇佣的流行主要是由于经济的全球化引发的激烈竞争和环境不确定性的增加导致的。与传统典型雇佣相比较,非典型雇佣具有雇佣期限较短,员工薪酬较低、福利较差,雇佣关系不稳定等特点。非典型雇佣的产生具有合理性,这种用工形式对整个劳动力市场、各类组织和被雇佣者均有益处。但非典型雇佣对组织也存在一定的不利影响,破坏了原有的组织—员工关系,加大团队协作的难度,增加团队内部冲突和限制知识分享,同时也容易使组织的产品和服务质量减低。基于此,各类组织应明确非典型雇佣的目的,让非典型员工融入组织,加强对非典型雇佣员工的权益保障,维护良好的组织公民形象,以利于更好地运用这一雇佣形式并促使其发挥积极作用。Non-standard employment is a kind of unstable, conditional and short-term employment. Its popularity is mainly due to the fierce competition caused by the globalization of the economy and the increasing uncertainty of environ- ment. Compared with the traditional employment, non-standard employment features shorter terms of employment, lower staff salaries, poorer welfare for employees, unstable employer-employee relationship and other characteristics. The emer- gence of non-standard employment is reasonable in that it may benefit the entire labor market, various organizations and non-standard employees too. However, Non-standard employment has some adverse effects on organizations. It may ruin or- ganization-employee relations, discourage team cooperation, increase team conflicts, constrain knowledge sharing, and af- fect product and service quality. Hence, in order to make better use of non-standard employment and bring it into a positive play, various organizations should not only have clear purposes of applying this kind of employment, but also enhance the connections of non-standard employees to the organizations, better protect the interests of non-standard employees and main- tain a good image of organizational citizenship.

关 键 词：非典型雇佣 非典型雇佣员工 组织—员工关系 

分 类 号：F272.9[经济管理—企业管理]