试论产业关系与人力资源视角下的劳资冲突根源与解决途径
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外国经济与管理 2008 年 第 30 卷第 10 期, 页码：32 - 38
摘要
参考文献
摘要
对于劳资冲突的研究,西方学术界存在着产业关系和人力资源两个学派。这两派对于冲突的根源有着不同的看法,对于冲突的解决也有着不同的实践。本文以在劳资冲突方面具有典型特征的美国为例,着重论述这两派的不同观点和实践,并指出,只有将这两派的观点和实践结合起来,才能正确而全面地把握劳资冲突的产生根源和解决途径。
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[7]Feuille,P,and Delaney,J T.Theindividual pursuit of organizational justice:Grievance proceduresin nonunion workplaces[A].in G RFerris,andK MRowland(Eds.).Researchin personnel and human resource management[C].Greenwich,CT:JAI Press,1992,10:187-232.
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[17]Huselid,MA.Thei mpact of human resource management practices on turnover,productivity,and corporate financial performance[J].Acade-my of Management Journal,1995,38:635-672.
[18]O’Reilly,C A,and Chat man,J.Culture as social control:Corporations,cults,and commit ment[A].in B Staw,and L L Cummings(Eds.).Researchin organizational behavior[C].Greenwich,CT:JAI Press,1996,18:263-287.
[19]赵曙明.人力资源管理研究[M].北京:中国人民大学出版社,2001.
[20]常凯,陶文忠.人力资源管理与劳动关系调整[J].中国人力资源开发,2006,(8):4-9.
引用本文
张子源, 赵曙明. 试论产业关系与人力资源视角下的劳资冲突根源与解决途径[J]. 外国经济与管理, 2008, 30(10): 32–38.
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