【作者】 潘玉巧；

【导师】 施国庆； 高燕；

【作者基本信息】 河海大学 ， 社会学， 2007， 硕士

【摘要】 随着对组织研究的深入和以人为本用人观念的转变，组织依赖因其与组织内部资源交换尤其是经济资源交换成为组织，尤其是以盈利为目的的企业组织，作为一个很好的激励因素而成为社会学研究的重点。 随着市场化和全球化的逐步深入，中国的现代企业组织包括三资企业、私营企业逐渐成为劳动力就业的主要市场之一，而“单位制”的影响依然存在并影响人们的就业观念、社会地位观，使得单位制中的再分配、非货币收入值得现代企业组织借鉴来激励劳动者。作为一种理性行为和心理，现代企业组织既不是完全的科层制管理模式，也不是单位制模式，而是两种模式的融合体。说明资源交换基础上的组织和组织内部的关系对于现代企业组织实现组织目标具有很大的作用。要保持这种关系的稳定，即实现双方的相互依赖才能实现组织和劳动者个体的“双赢”，研究组织依赖对于现代企业组织管理体系的完善非常有必要。 本文首先识别劳动者和组织所拥有的资源，并对劳动者和组织所拥有的资源进行了比较，然后结合案例，提出利益需求、价值取向以及组织内部、外部因素都对其资源拥有状况的评价产生的重要影响；同时，因为双方的资源拥有不尽相同以及各阶段的评价不同，资源交换必然产生并呈动态发展，从而形成了依赖关系。 接着，本文对依赖关系进行分析，认为资源交换是理性行为，组织内部的依赖关系既是理性行为，又是一种心理。当代中国的企业组织从结构、制度以及心理上都受到了来自“单位制”和“科层制”以及市场化逐步深入的影响，并从企业组织人力资源角度的出了维系的一些具体措施，包括用人机制的本土化、激励机制的单位化、组织文化的多元化。 基于以上分析得出以下结论，劳动者个体不再像单位制下全面依赖单位，在政治、文化、经济、社会生活等方面不再依赖组织资源供给，但是经济上的资源依赖也造成了中国企业组织中劳动者个体对于组织依赖的特殊形式，这种集合了东西方文化的组织依赖使得经济依赖和组织心理依赖尤为突出。本文在积极提倡这种双向、主动的依赖关系的同时，提出组织依赖维系的策略：用人机制的本土化运作、激励机制的单位化运作、组织文化的多元化运作。 最后得出结论：企业组织在现阶段要建立双向、积极的依赖关系是完全具备更多还原

【Abstract】 Along with the further and deeper study on organization and alteration of employment mentality to put-people-first, organizational dependence, basis of resource exchange, becomes a key point in the sociology study as a good incentive factor for the organization especially the enterprises whose purpose is to get profit. Whatever conflict resulting from resources struggle or cooperation on purpose of two parties’ need, the dependence is still existing in the inside organization. As economic marketing goes extensive, the modern enterprise organizations including the foreign-invested and private companies turn to be the main market for the employment. However, "Work-unit Institution" still remains effect on Chinese people’s employment mentality and social status value, leading the modern organizations to take the re-distribution and non-currency earnings in work-unit as reference in their own incentive policies and actions. As a rational action and mind, the modern enterprise organizations are neither critically hierarchy management nor work-unit model any longer but an integration of both them. The relationships of organizations and inside organizations on the basis of resources exchange play a significant role for the modern enterprise organizations to realize the objectives, thus it is quite necessary to keep the relationship steady that is to realize the inter-dependence between organizations and individual laborers and get "Win-win" of them and study the improvement induced by dependence.First of all and as a basic work, the dissertation identifies the individual laborers and organizations’ resources with contrast and cases to point out the significant impact on the evaluation of resources holding status caused by benefit need, value difference, inside and outside factors of the organizations. Meanwhile the resource difference between the two parties and evaluation difference in different stages, the resource exchange inevitably occurs dynamic developing to lead in dependence relationship. Then, the dissertation analyzes the dependence to get conclusion that resource exchange is a rational action and that the dependence inside organizations is both a rational action and a rational mentality. The modern enterprise organizations in China更多还原