【摘要】 受中国传统文化影响,组织内部人际关系有着差序特征,存在"圈内人"与"圈外人"之差异,在企业组织内部表现较为突出。以差序格局下企业员工与领导层行为选择作为研究对象,运用博弈理论,探讨在"圈内人"形成过程中员工主动性与领导层是否接纳的行为决策博弈,和在"圈内人"未形成情况下领导是否采取安抚措施与员工离职意愿的行为决策博弈。研究发现:在动态演化博弈中,员工采取主动性行为的根本原因在于其付出能否得到相应回报,而非领导将其纳入"圈内人"范围;在"圈内人"未形成情形下,违约金数额是保证企业组织内部人力资源稳定性的关键。因此,企业组织应该建立健全管理制度,利用中国传统文化"差序格局"的正效应,使管理刚柔并济。更多还原

【Abstract】 Under the influence of traditional Chinese culture, the interpersonal relationship within the organization is featured with difference order, and there is the difference between "insiders" and "outsiders". Taking the behavior choice of the employees and the leaders under the difference order pattern as the research object, using the game theory, this paper discusses the game of behavioral decision-making between the employees′ initiative and the leaders′ acceptance in the process of "insiders" formation, and the game of behavioral decision-making between the leaders′ adopting appeasement measures and the employees′ quit intention in the failure of "insiders" formation.It is found that in dynamic evolutionary game, the fundamental reason for the employees to take initiative lies in whether their efforts can be rewarded, rather than whether the leaders bring them into the scope of "insiders"; the amount of penalty for breach of contract is the key to guarantee the stability of human resources in enterprises. Therefore, enterprise organizations should establish and perfect management system, and make use of the positive effect of traditional Chinese culture of "difference order pattern", which ensures rigidness and flexibility of human resources management.更多还原