回首“主人翁”时代——改革前三十年国营企业内部的身份认同、制度约束与劳动效率  

Return to the“Master”Era:Identification,Institutional Constraint and Work Efficiency in State- run Enterprises in the Three Decades before Reform

作　　者：李怀印[1] 黄英伟[2] 狄金华[3] 

机构地区：[1]美国德克萨斯大学奥斯汀校区历史系 [2]中国社会科学院经济研究所 [3]华中农业大学社会学系

出　　处：《开放时代》2015年第3期12-33,5,共22页Open Times

摘　　要：关于毛泽东时代国营企业职工的劳动效率问题,长期以来较为流行的一种说法,是认为当时企业内部物质激励的缺位,带来工厂生产过程中懒散状态的普遍存在和劳动效率的低下。本文基于对若干城市近百位退休工人的深度访谈,强调应该在由一系列正式的和非正式的制度所构成的特定情境中,重新认识国营企业劳动管理中的激励和约束机制。文章将论证,当时影响工人日常生产行为的,不仅有政治压力、规章制度和同伴监督等约束手段,同时更为重要的还有源自国营企业职工特殊地位的集体意识、对本单位的认同以及由精神刺激所带来的晋升机制。工人在工厂劳动中的具体表现,根据这些约束和激励机制的变化,因时因地而异,但总的来说,除了"文革"初期因动乱导致生产秩序受到严重冲击之外,在绝大多数国营企业,物质激励的缺失并未导致严重的消极怠工现象。For a long time,low working efficiency in the state-run enterprises during the Mao era has been attributed to lack of material incentives. This paper aims to challenge this view. Based on in- depth interviews with nearly 100 retired workers in a number of cities,this paper argues that the rewarding and restraining mechanisms in labor management in the state-run enterprises must emphatically be understood in the specific context created by a series of both formal and informal institutions. During that period,the behavior of the workers in everyday production was influenced not only by political pressure,regulations and institutions,peer supervision,and other restraining means,but,more importantly,by the collective consciousness of the special status of the staff in state- run enterprises,the sense of identification with the unit,and the mechanism of promotion through spiritual stimulation. The particular performances of the workers in different places and different periods varied in accordance with these rewarding and restraining mechanisms. Generally speaking,except the initial period of the Cultural Revolution when the order of production was derailed by the turmoil,lack of material incentives did not lead to serious and widespread indolence in most of the state-run enterprises.

关 键 词：国营企业 激励机制 身份认同 生产积极性 

分 类 号：F276.1[经济管理—企业管理]