非典型雇佣模式下的合作创新治理研究

The atypical employment cooperation innovation is global expansion trend, but the atypical employment of cooperative innovation in our country faces the dilemma of management failure. This project aims to solve the core problem is:“how to follow the logic system in atypical employment of cooperative innovation, design appropriate governance model and governance mechanism to enhance the effectiveness of cooperative innovation?”This topic is based on the research of the situation of our country's atypical employment cooperation innovation and its management, from the perspective of the new institutional economics, management, sociology and so on, it reveals the failure mechanism of the atypical employment contract mechanism, the trust mechanism and the organization level management mechanism. From the "job embeddedness" and "network governance" theory to build a multi-dimensional governance model of job embeddedness and stakeholders based on common participation, analysis of the operation mechanism of contract governance and trust relationship governance; And then use the social exchange model and reputation mechanism and realize bidirectional synchronous condition subject cooperation equilibrium, put forward the multidimensional atypical employment cooperative innovation governance mechanism of "contract restraint-social exchange-reputation incentive" and policy suggestions, in order to solve the problems of the current situation of atypical employment cooperation governance difficulties, improve the effectiveness of cooperation and innovation, provide a new idea.

非典型雇佣合作创新呈全球性扩张趋势，而我国非典型雇佣合作创新却面临管理失灵的窘境。本课题拟解决的核心问题是：“如何因循非典型雇佣合作创新的制度逻辑，构建恰当的治理模式与治理机制以提升合作创新的成效？”在对我国非典型雇佣合作创新及其治理现实情境研究的基础上，本课题从新制度经济学、管理学、社会学等角度，揭示当前我国非典型雇佣合作创新治理中的契约、信任及组织层级管理等机制失灵的内在机理；借助“工作嵌入”与“网络治理”等理论，建构基于职内外工作嵌入的相关利益主体共同参与的非典型雇佣合作创新多维治理模型，并分析该框架下契约治理及信任等关系治理的运作机理；进而运用社会交换模型及同步双向声誉模型分析实现相关主体合作均衡解的产生机制与条件，研究提出“契约约束—社会交换—声誉激励”等非典型雇佣合作创新多维治理机制及相应的政策建议，以期为破解我国当前非典型雇佣合作创新治理困境，提升合作创新成效，提供新的思路。

本项目着重探讨了各类非典型雇佣合作创新模式的运作机理及其制度性困境，在分析跨边界合作创新关键影响因素基础上，针对性地提出了多维网络化治理理论模型；通过我国人才项目制实践逻辑的概括，总结了创新人才非典型雇佣的现实动因及面临的难题；运用演化博弈理论，分析了劳资差异化目标背景下实现合作创新的过程与条件，并从专利权属角度探讨了不同类型非典型雇佣合作创新相关当事人利益协调的法律机制。另外，围绕非典型雇用人才的在地社会融入问题，以住房制度为视角，研究丹麦的住房制度，为我国完善相关制度提供借鉴；围绕非典型雇用合作创新主体的竞争性出价问题，以保险公司的竞争策略为研究内容，结合系统理论等理论方法开展了劳资双方合作创新的利益协调研究，完善劳资博弈模型。项目组在国内外权威期刊和高水平国际会议上发表学术论文9篇（其中发表在国际学术期刊上3篇，被SSCI、EI和ISTP收录4篇。此外，出版学术专著《广州退出一线城市了吗——城市综合竞争力比较研究》1本（社会科学文献出版社，于2019年4月出版）。通过项目实施，培养了9名硕士生。基于此，项目组较好地完成了预订的研究目标。