在“流水的兵”面前，还是“铁打的营盘”吗? — 员工流动意向与组织内社会网络的共同演进

The China society is at a crucial stage of economic transformation and upgrading. Facing the increasingly high uncertainty and talent mobility, firms need to optimize the configuration and deployment of their valuable human resources. Thus, managing employee mobility (including intra-firm transfer and turnover) has become a critical issue. Meanwhile, the informal social networks among employees, which serves as an "invisible" organizational structure, have profound consequences for both individual and firm-level outcomes. Based on a social resource management perspective, this project is aimed at integrating traditional HRM research with emerging theories of social networks by examining the co-evolution between employees’ thoughts of mobility and intra-firm social networks. It has four research objectives. First, it examines the interplay between thoughts of mobility (internal transfer or quitting) and intra-firm social networks. Second, it investigates how networking and brokering behaviors at workplace serve as the social psychological process underlying the interplay between thoughts of mobility and social networks. Third, it explores the conditional effects of individual beliefs toward networking and the cultural norms of social interactions in Chinese society. Last, this project is also aimed at generating some novel insights and managerial implications regarding employee mobility and social structures in the context of Chinese society and organizations.

在中国经济社会转型升级的关键时期，企业组织正面临着前所未有的不确定性与人才流动性，迫切需要不断优化组织的人力资源配置。因此，对于员工流动（转岗与离职）的管理正日益成为一个关键议题。与此同时，员工间的人际关系网络构成了一个“无形的”非正式组织结构，对个人与组织绩效都具有深远的影响。本课题基于社会资源管理视角，整合传统人力资源研究与新兴的社会网络理论，探讨员工流动意向与组织内社会网络如何共同演进。主要包括四项研究目标：第一，探讨员工的流动意向（转岗或离职），与组织内人际关系网络之间的相互影响。第二，探究上述现象的社会心理学机制—员工在工作场域的社交行为和中介行为如何构成流动意向与社会网演进之间的过程机制。第三，探讨个体关于社交的信念以及中国人社会交往的文化规范如何干扰上述现象与过程。第四，在中国组织管理情境下归纳提炼有效管理人员流动与组织社会结构的对策与建议。

中国处在经济社会转型与人力资源升级的关键时期。日新月异的颠覆性技术使企业组织面临着前所未有的人才流动性，迫切需要不断优化组织的人力资源布局与配置。因此，对于人才流动与配置的管理正日益成为一个关键议题。与此同时，员工间的人际关系网络构成了一个“无形的”非正式组织结构，与正式组织结构和制度安排交织在一起，对个人与组织的价值创造具有重要影响。本课题整合人力资源与社会网络研究，探讨人才流动与集聚等相关人力资源现象与组织内社会网络的相互影响与共同演进。主要完成了以下三个方面的研究：1）组织网络动态性的内涵及其驱动因素；2）组织内部人才流动与集聚对于组织网络演进的影响；3）组织网络与相关人力资源议题的融合研究，包括团队过程与创新困境。相应的研究成果对于前沿组织科学理论均有重要贡献。