本文選題：全球勞動治理　切入點：勞動標準　出處：《國外理論動態(tài)》2016年10期

【摘要】：本文梳理了全球勞動治理的核心概念,從政治經(jīng)濟學(xué)視角分析了全球勞動治理的激勵機制和前景。首先,我們將全球勞動治理定義為國家、企業(yè)和非政府組織等利益相關(guān)方的互動過程,各方利益訴求不同,但都具有遵守國際勞動標準、改善勞工工作條件的動機。其次,除少數(shù)失效國家外,國家的勞動法律及其執(zhí)行在全球產(chǎn)業(yè)關(guān)系中仍處于核心地位,國際勞工條約、企業(yè)行為準則、私人認證機構(gòu)、國際框架協(xié)議等將在全球勞動治理中發(fā)揮越來越多元的作用。第三,全球勞動治理增加了治理過程的專業(yè)性與治理參與者的代表性,但具體的勞動標準選項在不同的社會語境中面臨不同的結(jié)構(gòu)性約束,全球勞動治理并不致力于在短期內(nèi)促進各國勞動標準的趨同,而是通過促成公共部門與私人部門的互動,提升國家勞動治理能力,實現(xiàn)"體面工作"的長期愿景。
[Abstract]:This paper combs the core concept of global labor governance, analyzes the incentive mechanism and prospect of global labor governance from the perspective of political economy. Firstly, we define global labor governance as a country. The interactive process of stakeholders such as enterprises and non-governmental organizations has different interests, but they all have the motivation to comply with international labour standards and improve working conditions. Secondly, except for a few failing countries, National labour laws and their enforcement remain at the heart of global industrial relations, international labour treaties, corporate codes of conduct, private certification bodies, International framework agreements will play a more and more important role in global labor governance. Third, global labor governance has increased the professionalism of the governance process and the representation of governance participants. However, specific labour standards options face different structural constraints in different social contexts, and global labour governance is not committed to promoting convergence of labour standards among countries in the short term, but rather by facilitating interaction between the public and private sectors. Improve the national labor governance ability, realize the long-term vision of "decent work".
【作者單位】： 中央編譯局世界發(fā)展戰(zhàn)略研究部;
【分類號】：D411.4;F249.1

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