Abstract: Under the influence of family culture and ethical norms, kinship-like employee-organization relationship is prevalent in the management context of Chinese enterprises. Based on an enterprise's quasi-family practices, this study adopts the rooted theory approach to answer the question of how the kinship-like employee-organization relationship is generated. It is found that enterprises take the initiative to undertake family functions such as emotion, development and education through the operation of the quasi-family system, so as to guide and encourage employees to identify with the values of love, self-fulfillment, loyalty and filial piety respectively, and thus form the quasi-family employee-organization relationship. The essence of this relationship lies in the recognition of ethics and moral norms arising from the awakening of employees' cultural memory, and their self-conscious pro-organizational behavior driven by conscience. This study analyzes the generation mechanism of kinship-like employee-organization relationship, deepens and enriches the research on pan-family in modern enterprises, especially the operational problem of pan-family in practice, which has guiding significance for successfully embedding family ethics into enterprise management and provides important reference for Chinese-style management.

Key words: Kinship-like EOR, Family-like Function, Value Identity, Pan-familism

摘要： 受家文化与伦理规范影响,类亲情员工-组织关系在中国企业中普遍存在。本研究基于一家企业的拟家庭化制度实践,采取扎根理论研究方法,探索类亲情员工-组织关系的生成机制。结果表明,企业借由拟家庭化制度的运行主动承担情感、发展与教育等类家庭功能,引导和鼓励员工认同仁爱、成己、忠孝价值,进而形成类亲情员工-组织关系。这一关系的本质是员工在唤醒文化记忆后产生了对伦理道德规范的认同,进而在良心驱使下自觉做出亲组织行为。本文深化与丰富了现代企业的泛家庭化研究,尤其是实践中泛家庭化的具体操作问题,对于将家庭伦理成功嵌入企业管理过程具有指导意义,为中国式管理的实践提供重要参考。

关键词: 类亲情员工-组织关系, 类家庭功能, 价值认同, 泛家主义