本文選題：勞動(dòng)密集型企業(yè) + 和諧勞動(dòng)關(guān)系��； 參考：《中南林業(yè)科技大學(xué)》2015年碩士論文

【摘要】：勞動(dòng)關(guān)系一方面能夠影響我國(guó)經(jīng)濟(jì)的發(fā)展,另外一方面還能夠影響企業(yè)的勞動(dòng)成本、生產(chǎn)率以及最終利潤(rùn)。然而,近幾年來,我國(guó)勞動(dòng)爭(zhēng)議、勞動(dòng)糾紛案件呈現(xiàn)上升趨勢(shì),劇烈的勞動(dòng)沖突不僅對(duì)企業(yè)和勞動(dòng)者造成不利影響,而且會(huì)影響國(guó)家經(jīng)濟(jì)的持續(xù)增長(zhǎng)和社會(huì)安定。在這些案例中,勞動(dòng)密集型企業(yè)所占據(jù)的比重比較大,這是由于這類企業(yè)自身的特點(diǎn)所決定的。因此,如何解決勞動(dòng)密集型企業(yè)勞動(dòng)關(guān)系問題已經(jīng)成為構(gòu)建和諧勞動(dòng)關(guān)系的首要任務(wù),而且對(duì)勞動(dòng)密集型企業(yè)中勞動(dòng)關(guān)系的評(píng)價(jià)和預(yù)警也十分迫切。在這項(xiàng)研究中,首先對(duì)企業(yè)勞動(dòng)關(guān)系和勞動(dòng)關(guān)系評(píng)價(jià)的國(guó)內(nèi)外研究現(xiàn)狀進(jìn)行了綜述,以此來總結(jié)專家學(xué)者的相關(guān)研究理論,并且在研究的時(shí)候得以借鑒。在這個(gè)基礎(chǔ)上,詳細(xì)的介紹了有關(guān)設(shè)計(jì)勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)的相關(guān)理論,從而分析勞動(dòng)密集型企業(yè)中勞動(dòng)關(guān)系的特點(diǎn)以及影響因素。繼而在這個(gè)基礎(chǔ)上,初設(shè)一下勞動(dòng)密集型企業(yè)中勞動(dòng)關(guān)系的評(píng)價(jià)指標(biāo),以免遺漏重要的評(píng)價(jià)指標(biāo)。接著就是篩選指標(biāo),這一步使用的方法是鑒別力分析法和相關(guān)分析法,篩選出那些具有代表性指標(biāo),以免造成指標(biāo)的交叉與重復(fù)。在確定評(píng)價(jià)指標(biāo)之后,使用因子分析法來給指標(biāo)賦權(quán),并且進(jìn)一步優(yōu)化指標(biāo)的結(jié)構(gòu),從而得到一套完整的勞動(dòng)密集型企業(yè)勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)體系。最后,本文使用勞動(dòng)密集型企業(yè)中勞動(dòng)關(guān)系的評(píng)價(jià)指標(biāo)來評(píng)價(jià)我國(guó)勞動(dòng)密集型企業(yè)中勞動(dòng)關(guān)系的問題。通過本文研究得到由3個(gè)一級(jí)指標(biāo)和22個(gè)二級(jí)指標(biāo)所構(gòu)成的勞動(dòng)密集型企業(yè)勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)體系。通過使用本研究設(shè)計(jì)的指標(biāo)體系,較好的對(duì)我國(guó)勞動(dòng)密集型企業(yè)中的勞動(dòng)關(guān)系進(jìn)行評(píng)價(jià),這也驗(yàn)證了該評(píng)價(jià)體系的科學(xué)性、合理性以及可行性。
[Abstract]:On the one hand, labor relations can affect the economic development of our country, on the other hand, it can also affect the labor cost, productivity and final profit of enterprises. However, in recent years, labor disputes and cases of labor disputes in China are on the rise. The fierce labor conflicts not only have a negative impact on enterprises and workers, but also affect the sustained growth of national economy and social stability. In these cases, labor-intensive enterprises account for a large proportion because of their own characteristics. Therefore, how to solve the problem of labor relations in labor-intensive enterprises has become the primary task of constructing harmonious labor relations, and the evaluation and early warning of labor relations in labor-intensive enterprises are also very urgent. In this study, first of all, the domestic and foreign research status of enterprise labor relations and labor relations evaluation are summarized to sum up the relevant research theories of experts and scholars, and can be used for reference in the research. On this basis, this paper introduces the related theories of designing labor relations evaluation index in detail, and then analyzes the characteristics and influencing factors of labor relations in labor-intensive enterprises. On this basis, the evaluation index of labor relations in labor-intensive enterprises is initially established to avoid the omission of important evaluation indicators. Then there is the selection of indicators, which uses discriminant analysis method and correlation analysis method to screen out the representative indicators, so as to avoid the overlapping and repetition of the indicators. After determining the evaluation index, we use the factor analysis method to give weight to the index, and further optimize the structure of the index, so as to obtain a complete set of labor-intensive enterprises labor relationship evaluation index system. Finally, this paper uses the evaluation index of labor relations in labor-intensive enterprises to evaluate the problems of labor relations in labor-intensive enterprises in China. Through the research of this paper, the evaluation index system of labor relations in labor-intensive enterprises is obtained, which is composed of 3 first-grade indexes and 22 second-class indexes. By using the index system designed in this study, the evaluation of labor relations in labor-intensive enterprises in China is better, which also verifies the scientific, rational and feasibility of the evaluation system.
【學(xué)位授予單位】：中南林業(yè)科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F249.26

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 王賢森;當(dāng)前和諧勞動(dòng)關(guān)系構(gòu)建中的新視角——《工會(huì)法》實(shí)施中若干問題的反思[J];中國(guó)勞動(dòng)關(guān)系學(xué)院學(xué)報(bào);2005年05期

2 張翠萍;李篤武;胡善菊;;層次分析法在護(hù)理人員績(jī)效評(píng)價(jià)指標(biāo)體系構(gòu)建中的應(yīng)用[J];護(hù)理學(xué)雜志;2010年13期

3 莫生紅;陳倫華;;構(gòu)建企業(yè)和諧勞動(dòng)關(guān)系研究綜述[J];經(jīng)濟(jì)論壇;2009年03期

4 于海霞;徐哲根;;勞動(dòng)密集型企業(yè)操作型員工流失問題研究[J];商業(yè)經(jīng)濟(jì);2010年21期

5 劉穎;;構(gòu)建私營(yíng)企業(yè)勞資關(guān)系的協(xié)調(diào)機(jī)制研究[J];科學(xué)社會(huì)主義;2006年06期

6 徐輝;王忠郴;;基于和諧理論的勞資關(guān)系協(xié)調(diào)預(yù)警機(jī)制的構(gòu)建[J];企業(yè)經(jīng)濟(jì);2008年03期

7 孫祖芳;;關(guān)于構(gòu)建和諧勞動(dòng)關(guān)系問題的思考[J];同濟(jì)大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2006年05期

8 袁凌;許丹;;中國(guó)企業(yè)勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)體系的改進(jìn)[J];統(tǒng)計(jì)與決策;2012年04期

9 程延園;;世界視閾下的和諧勞動(dòng)關(guān)系調(diào)整機(jī)制[J];中國(guó)人民大學(xué)學(xué)報(bào);2011年05期

10 賀秋碩;;企業(yè)勞動(dòng)關(guān)系和諧度評(píng)價(jià)指標(biāo)體系構(gòu)建[J];中國(guó)人力資源開發(fā);2005年08期

，

本文編號(hào)：1881699