本文選題：企業(yè)社會(huì)責(zé)任 + 國有企業(yè)　； 參考：《四川大學(xué)》2005年碩士論文

【摘要】：企業(yè)社會(huì)責(zé)任的思想源于美國,其提出是對(duì)私有制下企業(yè)傳統(tǒng)的營利最大化的一元目標(biāo)的修正,強(qiáng)調(diào)企業(yè)營利的同時(shí)兼顧社會(huì)利益的目標(biāo)。企業(yè)社會(huì)責(zé)任的內(nèi)容之一即是企業(yè)對(duì)員工的社會(huì)責(zé)任。由于這里的“責(zé)任”是指“關(guān)系責(zé)任”、“積極的義務(wù)”,因此企業(yè)與員工的關(guān)系將決定二者間的責(zé)任內(nèi)容的不同。改革開放前國有企業(yè)與職工間的關(guān)系是“控制—保護(hù)”型關(guān)系,國家控制著一個(gè)城市市民的所有生存、發(fā)展所需的資源,并且通過企業(yè)單位來配置這些資源——包括政治的、經(jīng)濟(jì)的、社會(huì)的、文化的等等。如一個(gè)人住旅館還需單位開介紹信已獲得身份上的證明。國有企業(yè)單位實(shí)質(zhì)上是國家的一種社會(huì)控制、整合方式。國家通過企業(yè)單位全面控制著個(gè)人而無需直接面對(duì)個(gè)人。單位通過“企業(yè)辦社會(huì)”的方式承諾滿足職工從搖籃到墳?zāi)沟乃行枨笠該Q來對(duì)職工的全面控制。這樣國有企業(yè)的經(jīng)營目標(biāo)主要是社會(huì)目標(biāo)而非營利最大化的企業(yè)天職。國有企業(yè)對(duì)職工承擔(dān)了全面的社會(huì)責(zé)任,不僅嚴(yán)重分散了企業(yè)的精力,沉重的負(fù)擔(dān)也把國有企業(yè)拖到了垂死的邊緣。改革開放后國有企業(yè)試圖建立“現(xiàn)代企業(yè)制度”恢復(fù)企業(yè)同員工本來應(yīng)有的“勞動(dòng)合同關(guān)系”,相應(yīng)的企業(yè)對(duì)員工的社會(huì)責(zé)任不再是全面的社會(huì)責(zé)任,而是純粹的勞動(dòng)法上的責(zé)任。但就在國有企業(yè)同職工的關(guān)系轉(zhuǎn)換的過程中,我國特有的歷史使我們必須面對(duì)企業(yè)對(duì)職工的“歷史債務(wù)”——國家控制了社會(huì)的全部資源、通過“高積累、低消費(fèi)”用職工的社會(huì)保障資金積累了巨額的國有資產(chǎn),也使相應(yīng)的社會(huì)保障制度極度萎縮。如今企業(yè)與員工關(guān)系轉(zhuǎn)變時(shí)企業(yè)必須對(duì)歷史的債務(wù)了斷,承擔(dān)起社會(huì)轉(zhuǎn)型期的社會(huì)責(zé)任。表現(xiàn)為:企業(yè)在與職工解除勞動(dòng)關(guān)系時(shí)必須在職工同意的前提下按工齡給職工以經(jīng)濟(jì)補(bǔ)償;其次,企業(yè)不享有完全的用工自主權(quán),不能隨意讓職工失業(yè),只能逐步釋放富裕人員,通過“下崗”作內(nèi)部的調(diào)整,
[Abstract]:The idea of corporate social responsibility originates from the United States. It is a revision of the traditional corporate profit maximization under private ownership, emphasizing the goal of taking social interests into account while making profits. One of the contents of corporate social responsibility is the corporate social responsibility to employees. Since "responsibility" here refers to "relationship responsibility" and "positive obligation", the relationship between the enterprise and the employee will determine the difference of the content of the responsibility between the two. Before the reform and opening up to the outside world, the relationship between state-owned enterprises and workers was a "control-protection" relationship. The state controlled all the resources needed for the survival and development of the citizens of a city, and allocated these resources, including political ones, through enterprise units. Economic, social, cultural, etc. If a person stays in a hotel, a letter of introduction is required. State-owned enterprise units are essentially a form of social control and integration of the state. The state has full control over the individual through the business unit without having to face the individual directly. The company promises to meet all the needs of the workers from cradle to grave in exchange for overall control of the staff and workers. The management goal of state-owned enterprises is mainly social goals and non-profit maximization. The state-owned enterprises bear the overall social responsibility to the staff and workers, which not only seriously distracts the enterprise's energy, but also drags the state-owned enterprise to the dying edge. After the reform and opening up, the state-owned enterprises try to establish "modern enterprise system" to restore the "labor contract relationship" that enterprises should have with their employees, and the corresponding enterprises' social responsibility to their employees is no longer a comprehensive social responsibility. It's pure labor law responsibility. However, in the course of the transformation of the relationship between the state-owned enterprises and the workers, the unique history of our country has made us face the "historical debt" of the enterprises to the workers and staff-the state has controlled all the resources of society and, through "high accumulation", Low consumption "with the staff and workers' social security funds accumulated a huge amount of state-owned assets, but also make the corresponding social security system extremely atrophy." Nowadays, when the relationship between enterprises and employees changes, enterprises must end the debts of history and assume the social responsibility in the social transition period. It is shown as follows: when an enterprise terminates its labor relationship with its employees, it must give economic compensation to the workers according to the length of service on the premise of the worker's consent; secondly, the enterprise does not enjoy full employment autonomy and cannot arbitrarily let the workers lose their jobs. We can only gradually release rich people and make internal adjustments through "layoffs."
【學(xué)位授予單位】：四川大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2005
【分類號(hào)】：D90-05;F276.1

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前3條

1 鄭文智;民營企業(yè)雇主社會(huì)責(zé)任管理實(shí)證研究[D];華僑大學(xué);2011年

2 李占峰;社會(huì)現(xiàn)代化進(jìn)程中國有企業(yè)社會(huì)責(zé)任研究[D];華東理工大學(xué);2011年

3 李鐘植;中國鄉(xiāng)鎮(zhèn)企業(yè)的社會(huì)責(zé)任研究[D];華東師范大學(xué);2007年

相關(guān)碩士學(xué)位論文 前3條

1 劉倩;企業(yè)（公司）社會(huì)責(zé)任的法律思考[D];復(fù)旦大學(xué);2011年

2 姜艷慶;我國國有企業(yè)承擔(dān)社會(huì)責(zé)任的必要性及實(shí)現(xiàn)機(jī)制研究[D];北京工商大學(xué);2010年

3 朱雙穎;我國建筑企業(yè)對(duì)員工的社會(huì)責(zé)任研究[D];重慶大學(xué);2007年

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本文編號(hào)：1951719