【摘要】 中国工会和企业之间的关系可以分为激烈对抗、消极追随和团结协作三种关系模式。论文构建多主体仿真模型,研究不同企业规模下的三种工会-企业关系模式对企业绩效的影响,探讨不同规模企业绩效的动态演化机制。结果表明:企业规模越小,三种关系模式下员工投入水平和企业绩效波动频率越高、幅度越大,企业越不稳健;企业规模越大,消极追随模式下企业绩效初期出现短暂高绩效的时滞越久;相同规模时,团结协作模式下的企业绩效优于消极追随模式,激烈对抗模式下的企业绩效表现最弱;企业规模越大,团结协作模式的优越性越突出。研究结论可以为工会-企业关系的发展和企业绩效提升提供建设性启示。更多还原

【Abstract】 Union-Enterprise Relation Modes(UERMs) in China are divided into three types: confrontation, cooperation and negative following. We build a multi-agent simulation model to study the influence of three kinds of UERMs on enterprise performance and discuss the dynamic evolution mechanism of enterprise performance in different enterprise scales. The results show that:(1)the smaller the enterprise scale, the higher is both the fluctuation and frequency of the employee input level and enterprise performance, and the more unsteady in the three relation modes is the enterprise;(2)the larger the enterprise scale, the longer is the time lag of the short period of high performance in the initial stage of enterprise performance under the negative following UERM;(3)in the same enterprise scale, the enterprise performance under the cooperation UERM is better than the negative following UERM, and the enterprise performance in the confrontation UERM is the weakest;(4)the larger the enterprise scale, the more prominent is the superiority of the cooperation UERM. The conclusions can provide constructive inspirations for the development of UERMs and the improvement of enterprise performance.更多还原