题目：How resource-based state-owned enterprises manage collective labor conflict: A comparative case study in China

时间：2020年10月29日（周四）13:30

地点：新葡的京集团350vip8888大学城校区文科三栋415室

主讲人：鲁竞夫博士

主讲人简介：

鲁竞夫，新葡的京集团350vip8888经济于管理学院博士后，研究方向为劳动关系和企业数字化转型。在劳动关系方面，关注的研究主题主要有：粤港澳三地跨境劳动关系规制、台湾与内地两地跨境劳动关系规制、传统企业转型期的劳动关系规制等。在企业数字化转型方面，关注的研究主题是大数据、移动互联网、5G等背景下的企业商业模式转型，也在积极学习、探索将大数据分析方法应用于企业管理研究。目前发表期刊论文10余篇，在SSCI二区期刊Employee Relations上发表论文1篇。目前主持博士后基金课题1项、市级纵向课题2项。

Abstract：

Purpose – This study explores labor relations management behaviors of administrators and Party organizations in resource-based state-owned enterprises (SOEs) in China based on social exchange theory and builds a process model for managing collective labor conflict in resource-based SOEs in the Chinese context.

Design/methodology/approach – A comparative case study is conducted using two resource-based SOEs with similar backgrounds but different effectiveness in the management of collective labor conflict. Data are collected from interviews, archival sources and a one-month participatory investigation.

Findings – The administrators and Party organizations of resource-based SOEs manage collective labor conflicts by means of human resource practices (HRPs) and Party organizations’ boundary-spanning behaviors (PBSBs), respectively; foremen and unions perform a mediation role; circumstances where administrators employ high-performance HRPs and PBSBs are closely integrated with production processes are more conducive to performance of the mediation role. The marketization to the “new danwei system” exerts a “provocation effect” but does not necessarily lead to collective labor conflict. The root cause of conflict lies in the inherent defects of specific HRPs and PBSBs, as well as absence of Simmelian tie in social exchange interaction of actors.

Originality/value – First, this study develops a new construct of PBSBs for enterprises’ Party organizations, and explores its mechanisms, which enriches the range of actors studied in the context of Chinese labor relations; Second, building on the existing three-dimensional structure of boundary-spanning behaviors, a new dimension of exemplification is developed in this study, which expands boundary-spanning theory. Third, it was discovered that in mediation process of labor-capital conflict management, Simmelian tie structure could better maintain the stability of labor relationship, enriching the social exchange theory from the perspective of structure. Fourth, this study also deepens research on HRPs by proposing an explanation of disputes in existing research.