{"resolved":true,"match_type":"uuid","source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","requested_by":"printed_page","book":{"source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","uuid":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","normalized_title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","isbns":["9787513647939"],"parsed":true,"ai_readable":true,"document_type":"book","page_count":221,"navigation_url":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e","title_url":"https://workshop.closeclaw.top/ai/title/%E6%80%BB%E4%BD%93%E7%BB%A9%E6%95%88%E8%B5%84%E6%9C%AC%E4%B8%BB%E4%B9%89%E6%96%B0%E7%B2%BE%E7%A5%9E","fixed_page_url_template":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","path_api_url_template":"https://workshop.closeclaw.top/api/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","read_url":"https://workshop.closeclaw.top/api/ai/read/01d9787f-4c57-445a-9e15-ce10dae3b33e","page_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/page","search_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/search"},"page":{"printed_page":97,"pdf_page":106,"physical_index":106,"physical_index_base":0,"printed_page_status":"recognized","page_sha256":"d95c7ff327a142176e84b39d03fb96a6841fcf6d73a9dbd34fbbeec3984bec51"},"chapter":"第三章 工作关系的个体化与绩效","content":"支撑个人化发展的因素包括女性工作机会的增加、工会体制的衰退，以及新的工作分化带来的标准和制度的个人化。福特主义时期标准工作规范的瓦解是个人化最主要的模式(Supiot，2010)：诚然，个人化的特点表现为劳动报酬的个人化，但也表现为劳动合同的差异化，甚至是对实际工作的各种调整。\n\n再回到对当代资本主义活力的分析，这种薪资关系的重大转变可以被认为是一种把劳动变成调节经济活动的可变准则的意愿，就像一种能让经济活动更有弹性、更畅通甚至更具流动性①的对策。这种薪资关系的转变完全可以与科技、社会变化及生活节奏的高速发展相比，就像HartmutRosa（2010）所描绘的那样。\n\n(二)作为激励手段的个体化\n\n通过个人绩效进行的管理，其最完善的形式是：作为劳动报酬的工资不再是一种制度构建，而是人际关系的成果。红利和报酬成为薪酬的必要条件和相应的激励结构，就像BenjaminCoriat(1990)分析20世纪80年代日本的管\n\n第三章工作关系的个体化与绩效\n\n①“我们试着尽量让所有的个人社会关系能够具有金融市场的流动性”(Abelhauser等，2011，p.49)。\n\n97","previous_page":96,"next_page":98}