本文選題：全球勞動(dòng)治理 + 勞動(dòng)監(jiān)管　； 參考：《國(guó)外理論動(dòng)態(tài)》2016年10期

【摘要】：在過去的10年里,企業(yè)和政府處理勞動(dòng)和社會(huì)問題的方法在全球?qū)用姘l(fā)生了根本轉(zhuǎn)變。通過引進(jìn)新的治理參與者和治理形式來應(yīng)對(duì)勞動(dòng)監(jiān)管問題,勞資關(guān)系正在迅速國(guó)際化。本文關(guān)注的是全球勞動(dòng)治理中自我監(jiān)管標(biāo)準(zhǔn)的演化。盡管存在諸如缺乏全球監(jiān)管和執(zhí)行的法律框架等問題,但地方性自我監(jiān)管模式、規(guī)范設(shè)定和國(guó)際準(zhǔn)則不僅讓人們對(duì)跨國(guó)公司的行為形成了更高期望,同時(shí)也形成了一種間接的監(jiān)管模式。本文認(rèn)為,國(guó)際勞工組織對(duì)核心勞動(dòng)標(biāo)準(zhǔn)的采納以及聯(lián)合國(guó)全球契約組織的建立尤其有利于形成共識(shí)。
[Abstract]:In the past decade, there has been a fundamental shift in the way businesses and governments deal with labour and social issues at the global level. By introducing new governance participants and forms of governance to deal with labor supervision, labor relations are rapidly internationalizing. This paper focuses on the evolution of self-regulatory standards in global labor governance. Despite problems such as the lack of a legal framework for global regulation and enforcement, local self-regulatory models, norm-setting and international norms not only create higher expectations of the behaviour of transnational corporations, At the same time, it also formed an indirect regulatory model. This paper holds that the adoption of core labor standards by the International Labour Organization and the establishment of the United Nations Global Compact are particularly conducive to the formation of consensus.
【作者單位】： 德國(guó)柏林赫爾梯行政學(xué)院;荷蘭瓦赫寧根大學(xué);
【分類號(hào)】：D411.4;F249.1

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