中文摘要：

摘要在“用工荒”已经出现并将持续存在的情况下，中国劳动密集型制造业企业面临其特有的“生产力困境”。追求高度分工的运营策略虽然提高了企业的运营效率，但也使企业变得脆弱且反应迟钝，难以应对“用工荒”的挑战。本文尝试从企业社会责任的角度寻找帮助企业走出困境的办法。运用结构方程模型（sEM）通过对大样本（N=1185）企业员工问卷数据的分析，我们发现员工感知到的企业的社会责任努力能有效降低员工的离职意愿，同时提高其工作绩效；而且当企业采用高度分工策略时，上述关系变得更强。员工离职率的降低能有效提升企业应对“用工荒”的能力从而降低企业运营风险，员工工作绩效的提升将有助于改善企业整体运营效率。因此，我们认为企业的社会责任行为有助于缓解企业运营效率与运营灵活性之间的矛盾，帮助企业走出“生产力困境”。

英文摘要：

Productivity dilemma, which has been a long-standing problem in operations management, means there is a conflict be- tween operation efficiency and operation flexibility, namely when you pursuit one of them you will lose the other. As ＂labor shortage＂ has appeared and will continue to exist, Chinese labor-intensive manufacturing enterprises are facing their unique ＂productivity di- lemma＂. In order to maximize the advantage of low labor cost, one typical way of Chinese labor-intensive manufacturing enterprises to pursuit high operation efficiency is making high labor division. On the one hand, high labor division improves the enterprises＇ opera- tion efficiency as it can lower the operation cost and stabilize the product quality, on the other hand, high labor division means much more boring jobs and mueh more labor-intensive, which makes the enterprises become brittle and unresponsive when facing the chal- lenge of ＂labor shortage＂. This paper tries to help enterprises find the way out of this ＂dilemma＂ from the angle of corporate social responsibility. Using SEM, we analyze the data from the ques- tionnaires of 1185 workers working in 175 enterprises which are settled in 5 cities of Guangdong province. Through the analysis of employees＇ behavior, we found that the perceived corporate social responsible behavior by employees can effectively reduce their turnover intention, meanwhile improve their task performance, which is measured by the quantity and quality of their work being done. Furthermore, we found that when enterprise adopts high labor division strategy, these effects are more significant. The reduction of employee turnover intention can effectively improve enterprise＇s ability to deal with ＂labor shortage＂, thus improving its operation flexibility; the raise of employee task performance could help en- terprise to improve its operation efficiency. Consequently, we deem that enterprise＇s social responsible behavior would help alleviate the contradiction between operation effici