转型期和谐劳动关系：分享型领导、员工心理契约与人力资源策略研究

With the past three decades of reform and openning up, the labor relations in China have changed tremendously. Meanwhile, more and more inharmonious problems from various aspects have emerged in Chinese society, threatening the strategic goal of building a sustainable national economy and a harmonious society. To confront with those challenges, it is critical for firms to establish harmonious labor relations with their employees. Relying on the wisdom of "people foremost", as well as on the theories and historical experiences of labor relations that developed in China and other Western countries, four major study objectives are formed in this research project. First, after systematically reviewing and analyzing the history of and literature on labor relations in China and other countries, a harmonious labor relation model is conceptualized, involving harmonious relations around economic interests, personal development, and power arrangement between the firm owner and employees. Secondly, to develop the appropriate leadership styles and human resource practices with the aim of building harmonious labor relations, the characteristics of employee psychological contract at different stages in the developing process of national economy are revealed and compared. Thirdly, based on features inherited in Chinese culture and emerged in this very transitional economy, a sharing leadership theory which advocates sharing firm resources (economic interests, honor and fame, power) with employees reciprocatively is constructed to foster the formation of harmonious labor relation in organizations. Finally, summarizing from extant literature on human resource practices, we initiate several conceptual models and empirical explorations regarding organizational motivation and protection practices involving compensation allocation, choice of employment modes, and power arrangement, providing managerial implications for establishing a harmonious labor relation. In studying those topics around harmonious labor relation, multiple research methodologies, including literature analysis, theoretical construction, interview, case study, empirical investigation, as well as field-experiment, are designed. In addition, according to above findings, several political and managerial suggestions about how to create and maintain a harmonious labor reltaion in China's transitional economy will be discussed at last.

伴随着30多年的改革开放，我国的劳动关系发生了深刻的变革，劳动关系出现了诸多不和谐。如何根据以人为本的理念及国内外劳动关系变化的历史，构建和谐的劳动关系，关系到我国社会经济的可持续发展。本研究有四个核心目标：第一，分析国内外和谐劳动关系发展和变革的历史，构建以利益和谐、发展和谐、权力和谐为特色的和谐劳动关系模型；其次，揭示员工的心理契约的演化历程及影响因素，引导和适应这些变化，以指导领导行为和人力资源策略变革；第三，基于中国文化和新时代特点，提出分享型领导，让员工在利益、名誉、权力方面分享组织的成果；第四，分析和概括国内外既有的人力资源管理方法，建构薪酬分配、用工方式、权力分置等模型，并描述转型期我国的人力资源管理的动态演化过程，为构建和谐劳动关系提供前瞻性的管理理念。主要通过文献法、理论法、访谈法、问卷法等综合开展研究，从领导、员工、激励、用工等视角实现和谐劳动关系。

社会发展离不开经济发展，然而，效率导向的管理制度容易形成竞争，导致收入差异加大，影响到组织乃至社会的和谐。效率和和谐是社会发展和经济良性运转的两个重要组成部分，不可或缺。改革开放后，我国实行了多劳多得、效率导向的社会主义市场经济，一段时间，贫富差异相对较大，社会矛盾突出；在组织或企业内部则表现为内部竞争加大，合作比较困难，不同利益群体之间的矛盾和冲突较大，轻则影响了组织的经营效率，重则导致组织群体事件。.为了保障组织和社会的快速和谐发展，本研究立题为“转型期和谐劳动关系：分享型领导、员工心理契约和人力资源策略研究”，希望从四个方面破解效率和和谐的矛盾难题。即从领导行为、人力资源管理策略、员工心理契约以及劳动关系四个方面探讨促进组织效率、以及降低组织不和谐的影响因素和机制。经过5年多的研究，项目取得了丰富的研究成果。截止2018年1月，共计发表研究论文125篇（含接受稿），其中SSCI论文33篇，包括UTD期刊Academy of Management Journal发表论文1篇，FT50论文5篇，以及本领域核心期刊Journal of Organizational Behavior 3篇；国内论文91篇，包括国内基金委认定的A类期刊46篇，其中《管理世界》和《管理科学学报》各2篇，《心理学报》6篇，B类期刊18篇，获省部级奖2项。围绕分享型领导领域开展多角度的探讨，提出了慷慨型领导；结合中国的家国文化，提出并检验了类亲情劳动关系的积极和消极作用；深入探讨了绩效薪酬与渐进性和突破性创造力的作用机制等，并提供了相应的管理建议。.此外，对于国际学术交流、人才培养、研究生培养等情况进行了介绍。并对本领域的未来研究方向进行的分析和介绍。