高新技术企业裁员决策的研究.pdf

Abstract In China，organizational change and downsizing are the primary topic studied in the field of i／0 psychology and Human Resource Management．Due to the great need in reality，both theorists and practitloners raised the same question：Does downsizing increase the organizational performance? What is the relationship between organizational downsizing strategies and survivors’psychological reaction?Which factors influence managers’ downsizing decision—making most?How can managers manage the process successfully?The purpose of this study is trying to answer these questions，and then to establish the downsizing decision-making model of China’s high and new—technology enterprises managers．The hypothetical model of enterprises managers’downsizing decision-making was put forward， based on a amount of literature on downsizing decision-making。and also based on the results of the int，erviews conducted to the enterprises managers who have the downsizing decision-making experience· The innovation of this paper includes： 1．Emphasis the dynamic management，different downsizing and npsizing strategies are put forward according to the enterprise 1 ifecycle． 2．Establ ish the model of internal and external factors of enterprises downsizing based on the characters of high and new technology enterprises， and va]ue the results of downsizing strategies from economic benefits and survivor’s psychological reactions through demonstration． 3．The Aria lytical Hierarchy Process,as a new fruit of systems engineering is applled in the analysis the results of downsizing． Keywords：Characteristics of downsizing decision-making，Results of downsizing， Enterprises managers， Psych0109ical reactions of employees． 第一章绪论 第一章绪论 1．1研究闯题的提出 高新技术企业属于知识密集型企业，其竞争力首先是人才的竞争，如何管理 高新技术企业中的人才，不仅是企业的燃眉之急．也是人力资源研究的一个重大 课题。一方面，知识经济的到来，高科技企业对国民经济的持续快速增长发挥着 更加重要的作用，以我国第一批27个国家级开发区认定的高科技企业为例，其 总产值白1988年以来平均年增长112％，远高于同期工业总产值增长的平均速度 1。另一方面，随着信息时代的到来，国外一些高科技企业纷纷进入我国高科技行 业，企业间的竞争也将趋于自热化。在此情况下，企业组织不再以大而全为发展 目标，都在纷纷进行组织变革，通过建构组