家长式人力资源管理研究述评
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外国经济与管理 2013 年 第 35 卷第 03 期, 页码：73 - 80
摘要
参考文献
摘要
家长式人力资源管理在我国企业的人力资源管理实践中普遍存在,但是国内的相关研究并不多见。本文通过文献回顾,分析了家长式人力资源管理的内涵,介绍了家长式人力资源管理的构成和不同的研究视角,并在此基础上归纳了家长式人力资源管理的演化路径,最后展望了该领域未来的研究方向。
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[14]Hamilton G G.Patriarchy,patrimonialism,and filial piety:A comparison of China and Western Europe[J].British Jour-nal of Sociology,1990,41(1):77-104.
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[16]Hwang K K.Modernization of the Chinese family business[J].International Journal of Psychology,1990,25(3-6):593-618.
[17]Lee H S.The interaction of production,distribution and rule-making systems in industrial relations[J].Relations Indust-rielles,1996,51(2):302-332.
[18]Lee H S.Paternalistic human resource practices:Their e-mergence and characteristics[J].Journal of Economic Issues,2001,35(4):841-869.
[19]Morris B and Smyth J.Paternalism as an employer strategy[A].Rubery J and Wilkinson F(Eds.).Employer strategy and the labour market[C].Oxford:Oxford University Press,1994:1800-1960.
[20]Redding S G.The spirit of Chinese capitalism[M].Berlin:Walter de Gruyter,1993.
[21]Rowley C and Bae J.Human resource management in South Korea after the Asian financial crisis:Emerging patterns from the labyrinth[J].International Studies of Management and Organization,2004,34(1):52-82.
[22]Warner M.China’s HRM revisited:A step-wise path to convergence?[J].Asia Pacific Business Review,2003,9(4):15-31.
[23]Warren R.Against paternalism in human resource manage-ment[J].Business Ethics:A European Review,1999,8(1):50-59.
[24]Westwood R.Harmony and patriarchy:The cultural basis for“paternalistic headship”among the overseas Chinese[J].Organization Studies,1997,18(3):445-480.
[25]Wray D.Paternalism and its discontents:A case study[J].Work,Employment&Society,1996,10(4):701-715.
[26]Zhu C J,et al.Paternalistic and transactional HRM:The nature and transformation of HRM in contemporary China[J].International Journal of Human Resource Management,2012,23(19):3964-3982.
[27]杨光飞.家长式权威、关系契约和华人家族企业的组织成长[J].社会科学,2009,(11):41-47.
[28]郑伯壎,黄敏萍.华人企业组织中的领导[A].杨国枢等.华人本土心理学[C].重庆:重庆大学出版社,2008:723-750.
[2]Anthony P D.The foundation of management[M].London:Tavistock,1986.
[3]Arthur J B.Do HR system characteristics affect the frequency of interpersonal deviance in organizations?The role of team autonomy and internal labor market practices[J].Industrial Relations:A Journal of Economy and Society,2011,50(1):30-56.
[4]Aycan Z.Paternalism[A].Kim U,et al(Eds.).Indigenousand cultural psychology[C].US:Springer,2006:445-466.
[5]Bae J and Yu G C.HRM configurations in korean venture firms:resource availability,institutional force and strategic choice perspectives[J].International Journal of Human Re-source Management,2005,16(9):1759-1782.
[6]Bae J,et al.From a paternalistic model towards what?HRM trends in Korea and Taiwan[J].Personnel Review,2011,40(6):700-722.
[7]Bamberger P A and Meshoulam I.Human resource strategy:Formulation,implementation,and impact[M].California:Sage Publications,2000.
[8]Chan A.Chinese enterprise reforms:Convergence with the Japanese model?[J].Industrial and Corporate Change,1995,4(2):449-470.
[9]Cheng B S,et al.Paternalistic leadership and subordinate re-sponses:Establishing a leadership model in Chinese organiza-tions[J].Asian Journal of Social Psychology,2004,7(1):89-117.
[10]Dolfsma W.Labor relations in changing capitalist econo-mies:The meaning of gifts in social relations[J].Journal of Economic Issues,1998,32(2):631-638.
[11]Farh J L and Cheng B S.A cultural analysis of paternalistic leadership in Chinese organizations[A].Li J T,et al(Eds.).Management and organizations[C].London:Macmillan,2000:94-127.
[12]Ferraro F,et al.Economics language and assumptions:How theo-ries can become self-fulfilling[J].Academy of Management Review,2005,30(1):8-24.
[13]Gelfand M J,et al.Individualism and collectivism[A].House R J,et al(Eds.).Culture,leadership,and organiza-tions:The GLOBE study of62societies[C].CA:Sage Publi-cations,2004:437-512.
[14]Hamilton G G.Patriarchy,patrimonialism,and filial piety:A comparison of China and Western Europe[J].British Jour-nal of Sociology,1990,41(1):77-104.
[15]Hickerson S R.Instrumental valuation:The normative com-pass of institutional economics[J].Journal of Economic Is-sues,1987,21(3):1117-1143.
[16]Hwang K K.Modernization of the Chinese family business[J].International Journal of Psychology,1990,25(3-6):593-618.
[17]Lee H S.The interaction of production,distribution and rule-making systems in industrial relations[J].Relations Indust-rielles,1996,51(2):302-332.
[18]Lee H S.Paternalistic human resource practices:Their e-mergence and characteristics[J].Journal of Economic Issues,2001,35(4):841-869.
[19]Morris B and Smyth J.Paternalism as an employer strategy[A].Rubery J and Wilkinson F(Eds.).Employer strategy and the labour market[C].Oxford:Oxford University Press,1994:1800-1960.
[20]Redding S G.The spirit of Chinese capitalism[M].Berlin:Walter de Gruyter,1993.
[21]Rowley C and Bae J.Human resource management in South Korea after the Asian financial crisis:Emerging patterns from the labyrinth[J].International Studies of Management and Organization,2004,34(1):52-82.
[22]Warner M.China’s HRM revisited:A step-wise path to convergence?[J].Asia Pacific Business Review,2003,9(4):15-31.
[23]Warren R.Against paternalism in human resource manage-ment[J].Business Ethics:A European Review,1999,8(1):50-59.
[24]Westwood R.Harmony and patriarchy:The cultural basis for“paternalistic headship”among the overseas Chinese[J].Organization Studies,1997,18(3):445-480.
[25]Wray D.Paternalism and its discontents:A case study[J].Work,Employment&Society,1996,10(4):701-715.
[26]Zhu C J,et al.Paternalistic and transactional HRM:The nature and transformation of HRM in contemporary China[J].International Journal of Human Resource Management,2012,23(19):3964-3982.
[27]杨光飞.家长式权威、关系契约和华人家族企业的组织成长[J].社会科学,2009,(11):41-47.
[28]郑伯壎,黄敏萍.华人企业组织中的领导[A].杨国枢等.华人本土心理学[C].重庆:重庆大学出版社,2008:723-750.
引用本文
吴坤津, 刘善仕, 彭娟. 家长式人力资源管理研究述评[J]. 外国经济与管理, 2013, 35(3): 73–80.
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