企业劳动关系管理研究在中国:改革开放40年来研究的回顾与述评  

Enterprises Labor Relations Management Research in China:Literature Review for Forty Years

作　　者：朱飞[1] 胡瑞博 Zhu Fei;Hu Ruibo(Business School,Central University of Finance and Economics,Beijing 100872)

机构地区：[1]中央财经大学商学院,北京100081

出　　处：《中国人力资源开发》2018年第10期83-96,共14页Human Resources Development of China

基　　金：国家自然科学基金项目(71728004)

摘　　要：企业作为雇主,其劳动关系管理实践对于整个劳动关系系统的运行质量起着关键的影响作用。本文对自实施改革开放政策以来40年里的中国企业劳动关系管理研究进行了全面回顾和述评,以总结现有相关研究的发展脉络和主要研究成果,提出未来研究的重要方向。基于文献回顾,本文认为,改革开放以来中国的企业劳动关系管理经历了三个发展阶段和四种主要雇佣关系形式。本文主要对合理/情性视角的企业劳动关系管理相关研究进行了系统梳理,总结了该类研究的总体逻辑框架。本文还提出了未来中国企业劳动关系管理研究的重要议题主要由以下因素驱动:1)员工价值观多元化; 2)越来越多企业采用跨国运营战略; 3)多种雇佣模式共存,新工作形式涌现; 4)颠覆性新技术的深入渗透应用。Enterprises＇ labor relations management practices are critical for the quality of labor relations system. The paper reviewed the relative research of enterprises＇ labor relations management in China in recent forty years, to explore the research context and future directions. In recent forty years, Chinese enterprises＇ labor relations management went through three phases and four types of employment relations. The enterprises＇ labor relations management practices can be divided into two types of perspectives： legal perspectives and reasonableness perspectives. We concluded the holistic research frame based on the review about the prior reasonableness perspectives research and proposed that the future key research issues will be driven by four factors in China： work value diversity; multinational business strategy trend; coexisting diversified employment relations model; new technology.

关 键 词：劳动关系 企业劳动关系管理 人力资源管理 

分 类 号：F272.92[经济管理—企业管理]