“華師經(jīng)英Seminar”第二十期
題目：How resource-based state-owned enterprises manage collective labor conflict: A comparative case study in China
時間：2020年10月29日（周四）13:30
地點(diǎn)：新葡的京集團(tuán)350vip8888大學(xué)城校區(qū)文科三棟415室
主講人：魯競夫博士
主講人簡介：
魯競夫，新葡的京集團(tuán)350vip8888經(jīng)濟(jì)于管理學(xué)院博士后，研究方向?yàn)閯趧雨P(guān)系和企業(yè)數(shù)字化轉(zhuǎn)型。在勞動關(guān)系方面，關(guān)注的研究主題主要有：粵港澳三地跨境勞動關(guān)系規(guī)制、臺灣與內(nèi)地兩地跨境勞動關(guān)系規(guī)制、傳統(tǒng)企業(yè)轉(zhuǎn)型期的勞動關(guān)系規(guī)制等。在企業(yè)數(shù)字化轉(zhuǎn)型方面，關(guān)注的研究主題是大數(shù)據(jù)、移動互聯(lián)網(wǎng)、5G等背景下的企業(yè)商業(yè)模式轉(zhuǎn)型，也在積極學(xué)習(xí)、探索將大數(shù)據(jù)分析方法應(yīng)用于企業(yè)管理研究。目前發(fā)表期刊論文10余篇，在SSCI二區(qū)期刊Employee Relations上發(fā)表論文1篇。目前主持博士后基金課題1項(xiàng)、市級縱向課題2項(xiàng)。
Abstract：
Purpose – This study explores labor relations management behaviors of administrators and Party organizations in resource-based state-owned enterprises (SOEs) in China based on social exchange theory and builds a process model for managing collective labor conflict in resource-based SOEs in the Chinese context.
Design/methodology/approach – A comparative case study is conducted using two resource-based SOEs with similar backgrounds but different effectiveness in the management of collective labor conflict. Data are collected from interviews, archival sources and a one-month participatory investigation.
Findings – The administrators and Party organizations of resource-based SOEs manage collective labor conflicts by means of human resource practices (HRPs) and Party organizations’ boundary-spanning behaviors (PBSBs), respectively; foremen and unions perform a mediation role; circumstances where administrators employ high-performance HRPs and PBSBs are closely integrated with production processes are more conducive to performance of the mediation role. The marketization to the “new danwei system” exerts a “provocation effect” but does not necessarily lead to collective labor conflict. The root cause of conflict lies in the inherent defects of specific HRPs and PBSBs, as well as absence of Simmelian tie in social exchange interaction of actors.
Originality/value – First, this study develops a new construct of PBSBs for enterprises’ Party organizations, and explores its mechanisms, which enriches the range of actors studied in the context of Chinese labor relations; Second, building on the existing three-dimensional structure of boundary-spanning behaviors, a new dimension of exemplification is developed in this study, which expands boundary-spanning theory. Third, it was discovered that in mediation process of labor-capital conflict management, Simmelian tie structure could better maintain the stability of labor relationship, enriching the social exchange theory from the perspective of structure. Fourth, this study also deepens research on HRPs by proposing an explanation of disputes in existing research.