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伴随着21世纪知识经济时代的到来,经济全球化进程仍将加快,世界各国的竞争态势将会更加激烈,综合国力竞争的焦点将日趋落在人才、智力资源的开发和使用上。谁拥有一流的创新人才,谁就拥有一流的发展优势。基于人才的重要性,企业开始纷纷调整其与员工之间的关系,以此来加强对员工的激励和管理。然而,企业实施的很多激励措施却并没有收到显著的成效。我们不禁要问,员工到底最关注哪些问题?如果说员工-组织关系对企业绩效确实存在影响的话,那么这种作用是通过什么机制产生的?作用的结果如何?对这些问题的回答就是试图将员工-组织关系与企业绩效之间关系的“黑箱”明朗化,也是本文所感兴趣的问题。
With the arrival of the era of knowledge economy in the 21st century, the process of economic globalization will continue to accelerate. The competitive situation in various countries in the world will become even more intense. The focus of competition in overall national strength will fall on the development and use of human resources and intellectual resources. Who have first-class innovative talent, who will have first-class development advantage. Based on the importance of talent, companies began to adjust their relationship with employees in order to strengthen employee motivation and management. However, many of the incentives companies have implemented have not received significant results. We can not help but ask, what are the employees most concerned about in the end? If the employee-organization relationship does have an impact on business performance, then what is the mechanism by which this effect is produced? The answer to these questions is to try The “black box” clarification of the relationship between employee-organization relationship and business performance is also a topic of interest to this article.