State-Owned Enterprise Reform And Market Transition Theory

Since the 80 s of last century,the market-oriented transformation of the socialist countries with planned economic history has become the forefront and mainstream issue of the world's attention to social science research.How to realize this change and what is the development trend of market transformation? In 1989,Ni Zhiwei's three basic assumptions about the "redistribution of socialism from the state to the market" became the logical starting point of the follow-up research.If the change of state-owned enterprises is regarded as the core subject of China's market transition,what will happen to state-owned enterprises today after more than 30 years of market-oriented transformation? With the three famous Ni Zhiwei's assumptions as the basic reference,it may be a convenient way to understand and examine the changes of state-owned enterprises.In this paper,L enterprise in P city is chosen as the subject of field investigation.It belongs to a typical large-scale state-owned enterprise limited by the central government.In the theory of market transition,people's income comes from power or from the growth of human resources,and it is an important angle of view to study the market transformation.Therefore,the configuration of L enterprise human resources in thirty years for the inspection of state-owned enterprise restructuring and the observation point,through interviews and questionnaires to collect the enterprise human resource acquisition methods,which can be related to the formation of Ni Zhiwei hypothesis and persuasive reference.These data suggest that even after thirty years of market transformation,a new deformation of the unit system of children under the traditional system of employment and promotion mechanism,namely in the form of public official recruitment and competition covered the substantive operation of multiple informal relationship.In the incentive mechanism,the introduction of the open society of high income cutting-edge talent on the one hand,on the other hand,relatives still to act as a go-between route nepotism resource function.In winning the opportunity mechanism,promoting human capital and seeking good interpersonal relationship become universal behavior characteristics.In the past thirty years,the transformation of state-owned enterprises has been deeply affected by the traditional system,but the market-oriented social mechanism has also caused structural changes in the state-owned enterprise organizations.The actual social transformation and no Western Sociologists expected unilateral market competition,dependence of power relations and social acquaintances resource acquisition and formal selection of human resources the legacy of traditional system coexist in the state-owned enterprises within the same organization of the system of "two yuan" phenomenon.The survey shows that the respondents in the state-owned enterprises,private enterprises and self-employed three career choices,choose their own businesses accounted for 60%,this shows that most of their own human resources still have high expectations of their human resources in the state-owned enterprise internal discontent,and cannot make a choice to resign that is because they do not have the realistic possibility.Respondents in the state-owned enterprises and private enterprises option in state owned enterprises still accounted for 30%,only 10% private enterprises,which shows that between state-owned enterprises and private enterprises,people still value of state-owned enterprises is relatively stable,perfect welfare and cultural environment.On the one hand,it reflects the difference between the private enterprise and the state-owned enterprise in the enterprise culture,on the other hand,the state-owned enterprise has the high quality mining resources,so that the enterprise welfare has the sustainable protection.