农民工就业过程中的人力资本开发问题

Xinlei Sha, B. Taylor
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引用次数: 1

摘要

目的研究中国沿海城市10个加油站的农民工人力资本是如何被调控的。该研究基于人种学研究,在前院进行参与式观察,并采访管理人员和工人。本文认为,歧视模式阻碍了人力资本的发展,例如中国沿海城市地区农村移民的待遇。相反,人力资本是随着农民工学会依靠社会资本网络抵制管理规则而发展起来的。这需要管理层面对或默许对工人的一些控制,这本身在某些情况下可能有利于雇主。在人力资源管理(HRM)的实证框架中,人们倾向于分析非金融资本,其中人力资本和社会资本是从它们对利润的贡献来看的。中国人力资源管理内部有时也倾向于用规范的文化术语来理解社会网络,在这种文化术语中,中国人的身份是存在或寻求和谐。设计/方法论/方法本文基于定性研究,表明可能需要一种更细致的方法,一种理解紧张和抵消力的方法。该研究基于人种学研究,在前院进行深入的参与式观察,并采访了管理人员和工人。人力资本的开发方式可以限制管理特权,尽管这可能有利于雇主的利益。独创性/价值在人力资源管理的实证框架中,有一种分析非金融资本的趋势,即人力资本和社会资本对利润的贡献。中国人力资源管理内部有时也倾向于用规范的文化术语来理解社会网络,在这种文化术语中,中国人的身份是存在或寻求和谐。这篇论文表明,可能需要一种更微妙的方法,一种理解紧张局势和抵消力量的方法。
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Problems of human capital development when employing migrant workers
Purpose This paper aims to investigate how human capital of rural migrant workers is regulated and manipulated at ten petrol stations in one Chinese coastal city. The research is based on ethnographic research with participatory observation at forecourts and interviews with managers and workers. This paper argues that human capital development is inhibited by patterns of discrimination, such as in the treatment of rural migrants in China’s coastal urban areas. Instead, human capital is developed as migrant workers learn to resist management rules by relying on social capital networks. This requires management to confront or acquits some control to workers, which itself may benefit employers in certain circumstances. There has been a tendency towards analysing non-financial capital in positivist frameworks within human resource management (HRM), in which human capital and social capital are seen in terms of their contribution to profits. There has also been a tendency within Chinese HRM to sometimes understand social networks in normative cultural terms, in which Chinese identities as being or seeking harmonies. Design/methodology/approach This paper, based on a qualitative research, shows that a more nuanced approach may be needed, one that understands tensions and countervailing forces. The research is based on ethnographic research with intensive participatory observation at forecourts and interviews with managers and workers. Findings The way human capital can be developed to restrict management prerogative, though this may benefit employer’s interests. Originality/value There has been a tendency towards analysing non-financial capital in positivist frameworks within HRM, in which human capital and social capital are seen in terms of their contribution to profits. There has also been a tendency within Chinese HRM to sometimes understand social networks in normative cultural terms, in which Chinese identities as being or seeking harmonies. This paper shows a more nuanced approach may be needed, one that understands tensions and countervailing forces.
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1.20
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5
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