The Research On How Employment Mode Based On The Inducement

Employment relationships plays an important role in the enterprise growing and development, in that human resource is the major subject of enterprise; from the angle of the enterprise, employment relationships is the transitional relationship between the contribution and the inducement.The researching indicate that the employment relationships impacts on the employee’s work performance and the entire enterprise performance. Though, how to choose and use the different employment relationships model, in order to empire the employee’s performance and the entire enterprise performance, is the focus problem that between the business and the academia.Base on the inducement-contribution model we divide the employment relationship into four modes:Organizational-focused employment relationship approach, Overinvestment employment relationship approach, Underinvestment employment relationship approach, Job-focused employment relationship approach, and based on the enterprise of Hunan Province. Researching that under the different ownerships, how the enterprise choose the employment relationship, and under this employment relationship, the level of the employee’s performance, he article has introduced the researching background and the significance of this article, based on the necessity, we has looked for a large number of the relative literature, then, based on the previous experience and research results, proposing this article’s hypothesis and the structure. Then, in reference to mature scale and revise the scale, formatting the paper’s questionnaire, then we questionnaire the enterprises of the14local states of the Hunan province, then we collect and sort the279effective questionnaires. Finally, we analysis the effective questionnaires and gain the conclusions.There are two conclusions. First, there is a significant correlation between the employment mode and the performance of the employee, the two dimensions of employment mode are significant positive correlation with the employee performance. Second, in the four employment mode, the performance of the employee the level has significant difference, including staff task performance level of organization mode is the highest, and employee’s relationship performance level of work direction mode is the lowest. At the end of the article, we propose the policy advice and the researching prospects.