通过管理者和员工之间的捐赠/反捐赠关系,在中小企业建立包容性的人力资源管理

IF 0.4 4区 管理学 Q4 INDUSTRIAL RELATIONS & LABOR
Ludivine Adla, V. Gallego-Roquelaure
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引用次数: 0

摘要

本文旨在了解包容性人力资源管理(HRM)在中小企业中的产生和发展。包容性的概念是指员工的职业实现和认可(Bonneveux et al., 2020)。这种形式的人力资源管理有一个综合的目标,因为它提供了改善协作的可能性,特别是在经理和他的员工之间。在这一视角下,我们以独创的方式调动了Mauss的天赋逻辑,结合中小企业人力资源管理的相关文献,提出了一个新的阅读网格。基于某中小企业的典型案例,进行了为期8年的纵向定性研究。研究结果强调了预期的反礼物与经理实际提供的礼物之间的差距,这最终决定了员工的崇拜程度。这种关系的不平衡导致了包容性人力资源管理的构建。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Bâtir une GRH inclusive en PME au travers des relations de don/contre-don entre dirigeant et salariés
This article aims to understand the emergence and development of inclusive human resource management (HRM) in SMEs. The concept of inclusion refers to the professional fulfillment and recognition of employees (Bonneveux et al. , 2020). This form of HRM has an integrative aim insofar as it offers the possibility of improving collaboration, particularly between the manager and his employees. In this perspective, we have mobilized in an original way Mauss's logic of gift, coupled with the literature on HRM in SMEs in order to propose a new reading grid. Based on the emblematic case of an SME, a longitudinal qualitative study was conducted over a period of 8 years. The results underline the gap between the expected counter-gifts and those actually provided by the manager, which ultimately condition the employees' adoration. This imbalance in the relationship leads to the construction of an inclusive HRM.
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来源期刊
Relations Industrielles-Industrial Relations
Relations Industrielles-Industrial Relations INDUSTRIAL RELATIONS & LABOR-
CiteScore
0.40
自引率
0.00%
发文量
21
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