差序式人力资源管理实践:基于广州Z公司的扎根研究  

The Differential HRM Practices:A Research on Guangzhou Z Company by Grounded Theory

作　　者：刘善仕[1] 刘小浪[1] 陈放[1] 

机构地区：[1]华南理工大学工商管理学院

出　　处：《管理学报》2015年第1期11-19,共9页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71472067);广东省普通高校人文社会科学重大攻关计划资助项目(2012ZGXM-0003)

摘　　要：基于扎根理论,探索了差序式人力资源管理实践的内涵。研究结果表明,中国传统文化和企业本质属性共同作用使企业基于"关系"和"价值"对员工进行归类,呈现出差序格局结构;在员工归类的基础上,企业人力资源管理实践呈现差序式特点,在员工能力来源、动机激励、参与机会3个方面均有体现。此外,差序式人力资源管理是组织制度型管理和关系型管理的混合状态,表现为对关系亲疏、远近程度不同的员工采用不同程度的关系型管理来替代制度型管理,这种替代在一定程度上有助于企业提高管理效率。This study took Z Hotel as an example and applied the Ground Theory to study the dif- ferent human resource management practices. The conclusions include： （l） affected by the Chinese traditional culture and the profit-driven nature of enterprise, the company classifies employees based on the ＂guanxi＂ and the ＂value＂ into different categoric. （2） based on the different modes of employees, human resourees management practices also present the different modes embodied in ability, motivation and opportunity. The study suggests that the different human resource management practices are essentially a mixed state of organizational management practices based on bureaucratic system and relational system. Using relational based-HRM practices to substitute bureaucratic system based- HRM practices according to the level of closeness between employees with organization helps companies achieve higher management efficiency.

关 键 词：关系 价值 差序式人力资源管理实践 

分 类 号：C93[经济管理—管理学]