基于雇员认知的劳动关系研究
发布时间：2018-10-04 20:40
【摘要】：劳动关系是在就业组织中由雇佣行为而产生的一种社会经济关系,它体现为雇员与雇主间的合作、冲突或力量对比。在这些客观表象的背后是以人的认知为基础的对于劳动关系的感受、理解和评价。鉴于以往研究从雇员角度出发的分析较少,本论文就以雇员的认知为基础,通过调查研究的方法分析劳动关系。并在此基础上讨论了四个问题:雇员在劳动关系中的角色定位、雇员对管理的认可、雇员对工会地位的评价以及劳动关系理性回归。最后,对基于雇员认知的劳动关系理论做了初步研究,分别在理论假设、劳动关系冲突的根源和冲突解决的手段三个方面提出了自己的见解。
[Abstract]:Labor relationship is a kind of social and economic relation produced by the employment behavior in the employment organization. It is embodied in the cooperation, conflict or power contrast between the employee and the employer. Behind these objective appearances is the perception, understanding and evaluation of labor relations based on human cognition. In view of the lack of employee analysis, this paper is based on employee's cognition and analyzes labor relations by means of investigation and research. On this basis, four problems are discussed: the role orientation of employees in labor relations, the recognition of management by employees, the evaluation of union status by employees and the rational regression of labor relations. Finally, this paper makes a preliminary study on the theory of labor relations based on employees' cognition, and puts forward their own opinions in three aspects: theoretical hypothesis, the root cause of labor relationship conflict and the means of resolving the conflict.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2005
【分类号】：F246
本文编号：2251809
[Abstract]:Labor relationship is a kind of social and economic relation produced by the employment behavior in the employment organization. It is embodied in the cooperation, conflict or power contrast between the employee and the employer. Behind these objective appearances is the perception, understanding and evaluation of labor relations based on human cognition. In view of the lack of employee analysis, this paper is based on employee's cognition and analyzes labor relations by means of investigation and research. On this basis, four problems are discussed: the role orientation of employees in labor relations, the recognition of management by employees, the evaluation of union status by employees and the rational regression of labor relations. Finally, this paper makes a preliminary study on the theory of labor relations based on employees' cognition, and puts forward their own opinions in three aspects: theoretical hypothesis, the root cause of labor relationship conflict and the means of resolving the conflict.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2005
【分类号】：F246
【引证文献】
相关期刊论文 前1条
1 颜丽娟;周玉东;;京津地区与黑龙江地区劳动关系比较分析[J];黑龙江八一农垦大学学报;2009年03期
相关硕士学位论文 前3条
1 江川;基于隐性合约理论的劳动关系管理研究[D];南京理工大学;2006年
2 陈于;私营企业劳资冲突影响因素研究[D];南京理工大学;2007年
3 孙晓君;员工关系主体认知与期望差异研究[D];首都经济贸易大学;2013年
，本文编号：2251809
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