工会-企业关系模式对不同规模企业绩效的影响研究:基于多主体仿真模型

doi:10.12005/orms.2022.0034

运筹与管理 ›› 2022, Vol. 31 ›› Issue (1): 232-239.DOI: 10.12005/orms.2022.0034

• 管理科学 • 上一篇

工会-企业关系模式对不同规模企业绩效的影响研究:基于多主体仿真模型

陈威¹, 胡恩华¹, 单红梅², 张龙¹

1.南京航空航天大学经济与管理学院,江苏南京211106;
2.南京邮电大学管理学院,江苏南京210003

收稿日期:2017-12-05 出版日期:2022-01-25 发布日期:2022-02-11
作者简介:陈威(1990-),男,江苏泗阳人,博士研究生,研究方向为组织行为与人力资源管理;胡恩华(1971-),男,安徽怀宁人,教授,博士,主要研究方向为组织行为与人力资源管理;单红梅(1971-),女,安徽固镇人,副教授,博士,主要研究方向为组织行为与人力资源管理;张龙(1978-),男,江苏江阴人,教授,博士,主要研究方向为组织行为。
基金资助:
国家自然科学基金面上项目(71772087,71872089,71573123);国家自然科学基金重点项目(72032002);江苏高校哲学社会科学优秀创新团队:中国员工关系管理研究;江苏省人力资源发展研究基地(2017ZSJD002);南京航空航天大学重大基金培育项目(NP2019201);南京航空航天大学博士生出国短期访学项目(190117DF09)

Study on the Influence of Union-Enterprise Relation Modes on the Performance of Enterprises of Different Scales: A Multi-agent-based Simulation Model

CHEN Wei¹, HU En-hua¹, SHAN Hong-mei², ZHANG Long¹

1. College of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing 211106, China;
2. School of Management,Nanjing University of Posts and Telecommunications, Nanjing 210003, China

Received:2017-12-05 Online:2022-01-25 Published:2022-02-11

摘要/Abstract

摘要： 中国工会和企业之间的关系可以分为激烈对抗、消极追随和团结协作三种关系模式。论文构建多主体仿真模型,研究不同企业规模下的三种工会-企业关系模式对企业绩效的影响,探讨不同规模企业绩效的动态演化机制。结果表明:企业规模越小,三种关系模式下员工投入水平和企业绩效波动频率越高、幅度越大,企业越不稳健;企业规模越大,消极追随模式下企业绩效初期出现短暂高绩效的时滞越久;相同规模时,团结协作模式下的企业绩效优于消极追随模式,激烈对抗模式下的企业绩效表现最弱;企业规模越大,团结协作模式的优越性越突出。研究结论可以为工会-企业关系的发展和企业绩效提升提供建设性启示。

关键词: 企业绩效, 工会-企业关系, 企业规模, 多主体仿真

Abstract: Union-Enterprise Relation Modes (UERMs) in China are divided into three types: confrontation, cooperation and negative following. We build a multi-agent simulation model to study the influence of three kinds of UERMs on enterprise performance and discuss the dynamic evolution mechanism of enterprise performance in different enterprise scales. The results show that: (1)the smaller the enterprise scale, the higher is both the fluctuation and frequency of the employee input level and enterprise performance, and the more unsteady in the three relation modes is the enterprise; (2)the larger the enterprise scale, the longer is the time lag of the short period of high performance in the initial stage of enterprise performance under the negative following UERM; (3)in the same enterprise scale, the enterprise performance under the cooperation UERM is better than the negative following UERM, and the enterprise performance in the confrontation UERM is the weakest; (4)the larger the enterprise scale, the more prominent is the superiority of the cooperation UERM. The conclusions can provide constructive inspirations for the development of UERMs and the improvement of enterprise performance.

Key words: enterprise performance, Union-Enterprise Relation Modes (UERMs), enterprise scale, multi-agent simulation

中图分类号:

C936

陈威, 胡恩华, 单红梅, 张龙. 工会-企业关系模式对不同规模企业绩效的影响研究:基于多主体仿真模型[J]. 运筹与管理, 2022, 31(1): 232-239.

CHEN Wei, HU En-hua, SHAN Hong-mei, ZHANG Long. Study on the Influence of Union-Enterprise Relation Modes on the Performance of Enterprises of Different Scales: A Multi-agent-based Simulation Model[J]. Operations Research and Management Science, 2022, 31(1): 232-239.

参考文献

[1] 吴建平.工会凝聚力:概念、维度及影响因素探析[J].中国劳动关系学院学报,2013,27(6):26-33.
[2] 段世民,张弛,王金凤,沈娅.关于企业工会开展建设职工之家活动的实践与思考——以中央企业工会为例[J].中国劳动关系学院学报,2011,25(2):21-26.
[3] 王永丽,郑婉玉.双重角色定位下的工会跨界职能履行及作用效果分析[J].管理世界,2012(10):130-145.
[4] Dubin R. Power and union-management relations[J]. Administrative Science Quarterly, 1957, 2(1): 60-81.
[5] Iverson R, Buttigieg D, Maguire C. Absence culture: the effects of union membership status and union-management climate[J]. Relations Industrielles/Industrial Relations, 2003, 58(3): 483-514.
[6] Trif A, Brady M. Implications of game theory for theoretical underpinning of cooperative relations in workplace partnership[J]. Industrial Relations Journal, 2013, 44(3): 258-275.
[7] 吴进红,胡恩华,王凌云,单红梅.工会-企业关系模式对员工双组织承诺的影响[J].系统工程,2016,34(2):25-32.
[8] Lee C H, Brown W, Wen X. What sort of collective bargaining is emerging in China?[J]. British Journal of Industrial Relations, 2016, 54(1): 214-236.
[9] Ge Y. Do Chinese unions have “real” effects on employee compensation?[J]. Contemporary Economic Policy, 2014, 32(1): 187-202.
[10] Yao Y, Zhong N. Unions and workers’ welfare in Chinese firms[J]. Journal of Labor Economics, 2013, 31(3): 633-667.
[11] Liu M, Li C. Environment pressures, managerial industrial relations ideologies and unionization in Chinese enterprises[J]. British Journal of Industrial Relations, 2014, 52(1): 82-111.
[12] 徐世勇,Huang X,张丽华,许春燕,Verma A.中国工人罢工的四方层级解决机制:基于案例研究的一种新诠释[J].管理世界,2014(4):60-70,80,187.
[13] Sun W C. Industrial relations changes in China: a foreign employer’s perspective[J]. Employee Relations, 2016, 38(6): 826-840.
[14] Wu W P, Lee Y D. Participatory management and industrial relations climate: a study of Chinese, Japanese and US firms in taiwan[J]. International Journal of Human Resource Management, 2001, 12(5): 827-844.
[15] Deery S J, Iverson R D. Labor-management cooperation: antecedents and impact on organizational performance[J]. Industrial and Labor Relations Review, 2005, 58(4): 588-609.
[16] Zhu Y, Warner M, Feng T. Employment relations “with chinese characteristics”: the role of trade unions in China[J]. International Labour Review, 2011, 150(1-2): 127-143.
[17] Yoon T, You Y. The influence of corporate social responsibility(CSR)and organizational culture on cooperative labor-management relations and job satisfaction[J]. Indian Journal of Science and Technology, 2016, 9(41): 1-8.
[18] Masters M F, Albright R R, Eplion D. What did partnerships do? evidence from the federal sector[J]. Industrial and Labor Relations Review, 2006, 59(3): 367-385.
[19] 彭娟,刘善任,滕莉莉.国外雇佣双方合作伙伴关系研究回顾与展望[J].外国经济与管理,2012,34(8):50-56.
[20] Stamatis D, Kefalas P, Kargidis T. A multi-agent framework to assist networked learning[J]. Journal of Computer Assisted Learning, 1999, 15(3): 201-210.
[21] Axtell R. The emergence of firms in a population of agents: local increasing returns, unstable Nash equilibria, and power law size distributions[R]. Washington: Brookings Institution, 1999.
[22] Cobb C W, Douglas P H. A theory of production[J]. American Economic Review, 1928, 18(1): 139-165.
[23] 吴进红,胡恩华,王凌云,单红梅.异质性视角下工会-企业关系模式对组织承诺的影响研究[J].管理评论,2017,29(10):120-131.
[24] Amir M, Berninghaus S K. Another approach to mutation and learning in games[J]. Games and Economic Behavior, 1996, 14(1): 19-43.
[25] 彭正敏.情感与理智的较量: 中国员工如何面对雇佣关系的背叛[J].清华管理评论,2017(Z2):40-46.
[26] Chan A W, Snape E, Luo M S, Zhai Y. The developing role of unions in China’s foreign-invested enterprises[J]. British Journal of Industrial Relations, 2017, 55(3): 602-625.

工会-企业关系模式对不同规模企业绩效的影响研究:基于多主体仿真模型

Study on the Influence of Union-Enterprise Relation Modes on the Performance of Enterprises of Different Scales: A Multi-agent-based Simulation Model

PDF

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 4

编辑推荐

Metrics

[1]	董佳敏, 刘人境. 专才还是通才?组织成员知识基础对创新绩效的影响[J]. 运筹与管理, 2021, 30(2): 210-217.
[2]	董佳敏, 刘人境, 严杰, 杨晶玉. 地位差异视角下知识分享策略对组织学习的影响研究[J]. 运筹与管理, 2019, 28(8): 182-189.
[3]	宋艳双, 刘人境. 基于多Agent仿真的双元创新平衡与组织绩效关系研究[J]. 运筹与管理, 2018, 27(2): 115-123.
[4]	于海瀛, 姜明辉, 许佩. 基于系统动力学的产业集群对企业绩效的影响机制分析[J]. 运筹与管理, 2017, 26(9): 166-175.