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论文作者:www.51lunwen.org论文属性:英语论文选题登出时间:2015-08-28编辑:zhanhuifang889点击率:7341
论文字数:1857论文编号:org201507161741441470语种:英语 English地区:英国价格:免费论文
关键词:HRM人力资源管理commitment承诺control管理控制
摘要:本文引用学者的观点,对“承诺”一词不同的定义,从而引出下文对软人力资源管理的论述。最后得出结论:员工忠诚度被认为是软人力资源管理的重要一部分。
4. 潜在能力—Latent Power
Rather than HC-HRM being more 'human', PS sees aspects of it as more controlling because it erodes part of our human existence which we could reasonably consider to beyond the control of our employer-our thoughts, our hopes, our fears and aspirations.(Fleming & Spicer, 1993). It indicates that through this kind of management control focus on 'how workers think and feel, and not just how they behave' (Willmott, 1993).This elicits a discussion of latent power on employee control.
Much of the research exploring the relationships between subjectivity and power has attempted to understand the ways workers inscribe themselves in power relations and become 'the principle of their own subjection'(Foucault, 1977:203). And there has been a preoccupation with surfacing unobtrusive control system that work 'behind the back' of workers so that they unwittingly achieve the goals of superiors by their own volition (Jermier, 1998). There are also evidence show the workplace resistance toward the cultural control. Kunda (1992) and Casey (1995) claim that workers use cynicism to protect their 'backstage selves' from the ubiquitous culture machine when it get a little too claustrophobic. In her book Work, Self and Society, Casey observed how a number of employees resisted the psychological' siege and assault' of the culture through a cynical detachment:' cynicism protects against both commitment to the company...and its further encroachment into the private realm of relative individual choice and apparent self-determination' (1995: 175). Du Gay and Salaman (1992) and Willmott (1993) interpret cynicism as an unplanned ideological phenomenon that unobtrusively reproduces relations of power because cynical employees are given (and give themselves) the impression that they are autonomous agents, but they still practise the corporate rituals nevertheless. When we dis-identify with our prescribed social roles we often still perform them--sometimes better, ironically, than if we did identify with them ( Fleming & Spicer, 2003:160).
5. HPWPs
Because commitment seems to predict critical employee behaviour, such as performance (e.g. Angle and Perry, 1981; Meyer et al., 1989), absenteeism (e.g. Eby et al, 1999), and organizational citi本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。