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从20世纪90年代开始,以“双轨制”“多轨制”以及劳务派遣用工为代表的身份化用工逐渐成为很多国有企业的主要用工制度。通过对某国有建筑公司的个案研究发现,在建筑业深度市场化和国有企业绩效导向发展的宏观背景下,工资总额核定方式的变化、社会转型期不完善的劳动政策、激烈市场竞争下低价竞标的行业生存策略以及强势业主下抢工期的生产常态这四个机制共同作用,推动了国有建筑企业身份化用工的产生。
Since the 1990s, the use of personalized employment represented by “dual-track system”, “multi-track system” and labor dispatching workers has gradually become the major employment system for many state-owned enterprises. Through a case study of a state-owned construction company, it is found that under the macroscopic background of deep marketization of construction industry and performance-oriented development of state-owned enterprises, changes in the methods of verification of total wages, labor policies with imperfect social transition, low prices under intense market competition Bidding industry survival strategy and the production of the next generation under the strong owners of the normal mechanism of these four mechanisms work together to promote the status of state-owned construction enterprises to create employment.