| Work, which has great influence on personal values and style of thinking, is the core content in most people's life. Employment relations are the basic relations that determine our living standard, psychosis, profession development and social values. However, the methods of operating and the employment philosophy are deeply influenced by the development and transformation of society. Especially, while driven by the development of information technology and market-directed economy, the pursuit of flexibility in the corporation brings a fundamental change to the management mode of both employers and employees, in which the large-scale and profound transformation is being brewed. Until the earlier 1990s, as the market competition became more and more intense, the information technology developed fast and the globalization arrived, the precondition of bureaucratic system changed fundamentally, and the external environment changed from being steady to being changeable and uncertain. Reengineering, restructuring, even rethinking approaches to organizational design have proliferased in recent management literature. And both in the industry circles and theory circles, new organization innovations were urgently needed. At the same time, some new conceptions, such as flat organization, multifunctional team, process reengineering, learning organization, virtual organization, strategic alliances, network organization, and so on, came to our mind, which expound the transformation of organizations in new environment from different points of view. Purported to underlie hundreds of these and other innovative approaches is a fundamental parardigmatic shift called the boundaryless organization. A boundaryless organization is one that focuses on pernieating all internal and externalboundaries.Boundaryless organization is not a new form of organization, but to describe the boundaryless systems behind all these new appellations, and a general designation of all these organizations with these characters. The boundaryless organization is a kind of changed paradigm, which has considered the internal limitation of the personnel, the task, the process and the scattered place, giving emphasis to the share of the idea, the information, the decision, the wisdom and the value of action (Ashkenas, Ulrich, Jick, & Kerr, 1995). The behavior mode, which is limited by the boundary that exist among the hierarchy, function and other structure, has being replaced by the one that can exceed this boundary and communicate freely. These organizations will not divide personnel, task, process and place by boundary, but pay attention to how to pierce this boundary. That is how to make creativity, information, decision-making, personnel, reward and action flow to where they are needed smoothly.In the boundaryless organization, cogent arguments have been made to bury our long-standing conceptualization of the job and, instead, to recognize a post-job society where the norm of payrolled full-time employees performing narrow duties in particular departments is history (Bridges, 1994). In fact, "work" has been described as undergoing such a fundamental transformation that we must necessarily question and perhaps replace the body of knowledge underlying the psychology of work behavior. An increase in nontraditional employment contracts between theworker and the organization is cited as an example of blurred organizational boundaries (Miner&Robinson,1994), as well as evidence of a post-job society (Bridges, 1994). The term contract denotes the different forms employmem is taking in the 1990s: temporary, part-time, job-sharing, consulting, contracting, and leaning. Although some employees have little choice but to accept oneof these forms of employment, many employees welcome these options for more flexible hours and more control over where they work, how they work, and which projects they would most prefer (Belous, 1989).Based on the background of boundaryless organization, this dissertation researches the development of employment relations from the micro perspective that both employers and employees face, such as social environment, values, behavior choosing, and so on. The dissertation also distinguishes the core character of traditional employment relations and core character of new employment relations being formed, and reconstructs the responsibility and obligation in employment relations. At the same time, I put forth that the new employment relations are based on the social partnership and adjusted through the interdependence and the force balance of both employers and employees. In this dissertation, we point out the micro analysis framework of employment relations transformation. And we claim that as the main method of expressing the employers'desire and the method of evaluating the employees'skill and attitude, human resource management, which is employers'effective measure to build and lead to harmonious employment relations, and which has core effect on the micro development of new employment relations. At last, using the framework of the dissertation, I analyze the transformation of employment relations in our state-owned enterprises, and give some suggestions for the solution of the problem and the obstructions are pointed out.The dissertation is divided into seven chapters.Chapter One: Literature ReviewThe research angles and micro research outcome of employment relations at home and abroad are generally coordinated and commented on in this chapter.Chapter Two: The Meaning and Development of Employment RelationsThe dissertation reviews the naissance and development of employment relations, the development of which is the necessary trend of economy development and the division of labor in society. Driven by the modern civilization and knowledge economy, both the employers and employees will never form a totally opposite relation. In this chapter, the author brings a conception of subdividing the employment relations into two parts that are work relations and emotional relations, which are analyzed through work theory and psychology contract theory, and points out that the employment relations are facing both internal and external environment. Finally, we analyze the employment relations from the society theoretical and economy theoretical angle, and think that the core dimensionality of employment relations management is made up of mutually beneficial principle and relation contract.Chapter Three: Employment Relations Conflict under Boundaryless OrganizationThe boundaryless organization is not just a new organization mode, but a general description of new organization modes which are flexible, flat and boundaryless based on process. In the boundaryless organization, the standard of organization efficiency has changed greatly that flexibility became the ultimate guarantee of competition advantage. The most important content in organization flexibility is work flexibility, which makes employment relations go weakening and marketizational. In this chapter, we exemplify the contingent employment to analyze the challenge against employment relations.Chapter Four: The Transformation of Employment RelationsThe transformation of employment relations is the inevitable result of social economy and the transformation of organization environment. In this chapter, we start with the external and internal environment of employment relations, and analyze the reason, the background and the aim of the transformation from the core angles that are from long-term employment to short-term employment, from organization faithfulness to profession faithfulness and the balance in work and family.Chapter Five: The Reconstruction of New Employment RelationsBased on the analysis above, in this chapter we raise the character of new employment relations and the mode of specialism, and discuss the construction tactic of the new employment relations on capability of obtaining employment and work experience from two significant aspects that is the boundaryless profession career and the quality of work life. At the end of this chapter, we analyze the balance tactic from both the internal and external relations of employment relations. Directed by the social partnership, we point out the micro analysis framework.Chapter Six: Policies of Supportive Human Resource ManagementThe employment relations, by its very nature, are a kind of exchange relations. This chapter discusses how the two agents of organizations, human resource policies called general agent and direct higher-up called individual agent, affect the employment relations and the exchange mechanism between agent and employees. Based on that respectively, I think, by carrying out active human resource management policies, organizations can adjust and improve the employment relations'character and rebalance the employment exchange relations.Chapter Seven: Analysis of Employment Relations Transformation in Our State-Owned EnterprisesIn the course of our development of socialistic market economy, the state-owned enterprises have always been on the reformation, and the employment on the adjusting. In this chapter, using the micro analysis framework of employment relations we raised, we analyze the existing problems and obstructions, pointing out the trend and direction of the employment relations in the state-owned enterprise and in the end concluding some reformation measures and suggestion.In the economy system leaded by recreation and transformation, the most basic challenge in management is designing a kind of organization mode that is more flexible. And what ensures the flexible organization is the character of employment relations. Taking the boundaryless organization as the analysis background, we construct the management framework of new employment relations by contrastively analyze the new and old employment relations. We try to break through and contribute in the several aspects below.1. Innovation of research perspective. This research commits itself to the micro mechanism research of employment, and holds that in the new age background and organization environment, the employment relations management can be divided into three aspects, beforehand, on being and afterwards, but the traditional employment relations research only emphasizes dealing with the labor controversy afterwards and the tripartite harmony mechanism. This research researches the beforehand and afterwards management mechanism of employment relations from the micro level of both employers and employees.2. According to the relation character formed in the course of work, we class the employment relations into two sorts that are work relations of external form and motion relations of internal form. Based on that, the dissertation spread the research route, and takes it as the base of the analysis and reconstruction of new employment relations.Combined with social background, we raise the core character of both traditional and new employment relations respectively. Based on the contrastive analysis, we carry out a more in-depth research on the trend of new employment relations, which provide the base for the future research about how to manage new employment relations and how to create competition advantage.3. The dissertation embodies the exchange relation of employment relations as perceived organizational support(POS) and leader-member exchange(LMX), and conforms the different management roles in the organization into the framework of new employment relations, in order to make the micro mechanism more systemic and concret, based on which we raise the sustaining human resource management tactic. Combined with the character of the knowledge economy times and the background of the boundaryless organization, we set up the micro balance mechanism based on the human capital value. We think that as the human capital value and capital value become more and more equal, the employers and employees can adjust and develop the relationships by themselves in the social economy framework, and which would produce a kind of new management mechanism of employment relations based on social partnership principle and providing equal restriction to both sides.
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