摘要
基于劳资冲突的已往研究,认为尽管劳资冲突的前因、后果、表现形式以及理论解释多种多样,但少有学者进行系统化、理论化的总结与研究,更缺乏对劳资冲突的维度探讨;同时,也缺乏劳资冲突的深入定量研究。鉴于此,提出以"宏观—微观"和"产业关系—人力资源管理"为视角的劳资冲突源矩阵模型,该模型可将劳资冲突的前因、后果、表现形式以及理论解释纳入其中;并进一步指出劳资冲突应包含权利冲突、利益冲突和情感冲突3个维度。
The antecedents, consequences, forms and explained theories of industrial relations conflicts are many and varied. Previous studies have rarely made a systematic and theoretical research and summary. There has also been lack of research, which investigates the dimensions and quantity of industrial relations conflicts. The paper finds that. （1） industrial relations conflicts can be divided in- to overt industrial conflict and covert industrial conflicts; （2） based on the perspectives of micro-mac- ro and industrial relations-human resource management, industrial relations conflicts source matrix model incorporates the antecedents, consequences, forms and explaines theories of industrial relations conflicts~ （3） industrial relations conflicts can be divided into three dimension including conflicts of rights, conflicts of interests and conflicts Of emotions.
出处
《管理学报》
CSSCI
北大核心
2014年第3期455-461,共7页
Chinese Journal of Management
基金
国家自然科学基金资助重点项目(71332002)
国家自然科学基金资助项目(71172063)
关键词
劳资冲突
劳资冲突源矩阵
权利冲突
利益冲突
情感冲突
industrial relations conflicts matrix model of industrial relations conflicts source conflicts of rights conflicts of interests~ conflicts of emotions
