成都市民營企業(yè)和諧勞動關(guān)系評價指標(biāo)體系研究
發(fā)布時間：2018-08-11 20:53
【摘要】：勞動關(guān)系是影響企業(yè)的勞動生產(chǎn)率、成本和利潤的重要因素,也是影響國家經(jīng)濟發(fā)展的重要因素之一。作為最普遍的社會關(guān)系,和諧的勞動關(guān)系是和諧社會運行的基礎(chǔ),勞動關(guān)系和諧與否將直接關(guān)系到我國“社會主義和諧社會”建設(shè)的進程。 經(jīng)濟體制轉(zhuǎn)型以來,民營經(jīng)濟快速發(fā)展。民營企業(yè)拉動經(jīng)濟的增長的同時,還肩負起吸收就業(yè)的重任。截止2012年底,全國民營企業(yè)從業(yè)人員達到12138.8萬人次,占我城鎮(zhèn)人就業(yè)人口的45.7%�？梢哉f,民營企業(yè)勞動關(guān)系的穩(wěn)定即是社會穩(wěn)定的基石。 然而近年來,我國勞動關(guān)系問題凸顯,勞動爭議數(shù)量不斷攀升,且爭議主要集中在民營企業(yè)。2011年成都市勞動仲裁受理勞動爭議案件2330件,其中民營企業(yè)勞動爭議案件1757件,占成都市勞動爭議案件總數(shù)75.41%。由于民營企業(yè)就業(yè)人數(shù)量巨大,勞資糾紛不僅可能損害勞動者或企業(yè)家的利益,制約社會經(jīng)濟的發(fā)展,嚴重的還可能造成社會動亂不安,影響社會的和諧運行。 本文梳理了國內(nèi)外學(xué)者對民營企業(yè)、和諧勞動關(guān)系以及勞動關(guān)系評價的研究,結(jié)合成都市當(dāng)前經(jīng)濟發(fā)展情況和民營企業(yè)勞動關(guān)系狀況,分析影響成都市民營企業(yè)勞動關(guān)系的因素,通過訪談以及發(fā)放問卷的形式獲取影響因素重要程度,并通過隸屬度、相關(guān)分析等方法篩選評價指標(biāo),用層次分析法確定指標(biāo)權(quán)重,從而建立一套科學(xué)有效的成都市民營企業(yè)和諧勞動關(guān)系評價指標(biāo)體系。 在探索和構(gòu)建成都市民營企業(yè)和諧勞動關(guān)系指標(biāo)的過程中,本文主要采用三種研究方法。一是文獻研究,通過閱讀西南財經(jīng)大學(xué)圖書館相關(guān)資料、CNKI數(shù)據(jù)庫、萬方數(shù)據(jù)庫以及成都市政府及工會相關(guān)文件,了解民營企業(yè)勞動關(guān)系研究的相關(guān)資料。二是訪談、問卷調(diào)查,通過專家訪談以及問卷調(diào)查對指標(biāo)進行再篩選,確保評價指標(biāo)的合理性。三是統(tǒng)計分析,將訪談和問卷調(diào)查的數(shù)據(jù)通過SPSS1.3、EXCEL、matlab等工具進行統(tǒng)計處理。具體方法包括隸屬度法、相關(guān)分析法、層次分析法等。 通過上述研究過程,本文得出以下結(jié)論： 1.通過成都市外部環(huán)境分析得出以下結(jié)論：勞動報酬產(chǎn)生的勞動爭議是當(dāng)前勞動關(guān)系的較為突出問題；勞動保障制度不完善；就業(yè)形勢相對穩(wěn)定,勞動力任是弱勢群體；勞動爭議集中在民營企業(yè),且勞動者申訴案居多等。 2.結(jié)合文獻分析、桑德沃模型分析及四川省“十條”等分析,構(gòu)建出以勞動合同簽訂情況、薪酬福利滿意度、崗位和工作環(huán)境情況、企業(yè)經(jīng)營管理情況、工會運作和民主參與情況、勞動爭議情況、員工個人發(fā)展情況七個勞動關(guān)系影響因素為基礎(chǔ)的和諧勞動關(guān)系模型,并據(jù)此選擇勞動關(guān)系評價指標(biāo)。 3.通過隸屬度分析、相關(guān)性分析篩選了共30個勞動關(guān)系評價指標(biāo),并通過層次分析法確定了評價指標(biāo)的權(quán)重。 本文基本框架如下： 第一章：緒論。介紹選題背景、研究目的及意義、研究內(nèi)容及方法。 第二章：相關(guān)概念及理論研究綜述。本章主要闡述3個方面的內(nèi)容：1.相關(guān)概念的界定,包括民營企業(yè)、勞動關(guān)系及和諧勞動關(guān)系；2.對勞動關(guān)系理論流派的梳理；3.勞動關(guān)系評價研究的歸納和總結(jié)。 第三章：成都市民營企業(yè)現(xiàn)狀分析。分析成都市相關(guān)經(jīng)濟及所轄范圍內(nèi)民營企業(yè)情況,為制定具有針對性的評價指標(biāo)做準(zhǔn)備。 第四章：成都市民營企業(yè)勞動關(guān)系評價指標(biāo)設(shè)計。本章介紹了評價指標(biāo)設(shè)計的原理和流程：根據(jù)已有文獻以及成都市民營企業(yè)勞動關(guān)系外部特征,構(gòu)建成都市民營企業(yè)和諧勞動關(guān)系評價模型；通過隸屬度分析以及相關(guān)性分析,確定成都市民營企業(yè)和諧勞動關(guān)系評價指標(biāo)；對評價指標(biāo)體系權(quán)重的確定采用層次分析法,最終得到一套具有針對性、易操作、系統(tǒng)的和諧勞動關(guān)系評價體系。 第五章：成都市民營企業(yè)和諧勞動關(guān)系評價指標(biāo)體系應(yīng)用。對本文之前制定的評價指標(biāo)體系的應(yīng)用做具體說明。 第六章：結(jié)語�？偨Y(jié)全文,并對后續(xù)研究方向和本文的改進提出建議。
[Abstract]:Labor relationship is an important factor affecting the productivity, cost and profit of enterprises, and also one of the important factors affecting the economic development of a country. Process.
Since the transformation of the economic system, the private economy has developed rapidly. Private enterprises, while stimulating economic growth, have shouldered the responsibility of absorbing employment. By the end of 2012, the number of employees in private enterprises in China had reached 11.388 million, accounting for 45.7% of the urban employment population. It can be said that the stability of labor relations in private enterprises is social stability. The cornerstone.
However, in recent years, China's labor relations problems have become prominent, the number of labor disputes has been rising, and the disputes are mainly concentrated in private enterprises. In 2011, Chengdu Labor Arbitration accepted 2330 labor disputes, including 1757 labor disputes by private enterprises, accounting for 75.41% of the total labor disputes in Chengdu. Large, labor disputes may not only harm the interests of workers or entrepreneurs, restrict the development of social economy, serious social unrest may also cause social unrest, affecting the harmonious operation of society.
This paper combs the domestic and foreign scholars on private enterprises, harmonious labor relations and evaluation of labor relations, combined with the current economic development in Chengdu and the labor relations of private enterprises, analysis of the factors affecting the labor relations of private enterprises in Chengdu, through interviews and questionnaires to obtain the importance of the factors, and Through the methods of membership degree and correlation analysis, the evaluation indexes are selected, and the weight of the indexes is determined by AHP, so as to establish a scientific and effective evaluation index system of harmonious labor relations in Chengdu private enterprises.
In the process of exploring and constructing the harmonious labor relations index of private enterprises in Chengdu, this paper mainly adopts three research methods. First, literature research, through reading the relevant materials of the library of Southwest University of Finance and Economics, CNKI database, Wanfang database and relevant documents of Chengdu municipal government and trade union, to understand the relationship between private enterprises and labor relations. Second, interviews, questionnaires, expert interviews and questionnaires to re-screen the indicators to ensure the rationality of the evaluation indicators. Third, statistical analysis, interviews and questionnaire survey data through SPSS1.3, EXCEL, MATLAB and other tools for statistical processing.
Through the above research process, the following conclusions can be drawn:
1. Through the analysis of Chengdu's external environment, the following conclusions are drawn: labor disputes arising from labor remuneration are prominent problems in current labor relations; labor security system is imperfect; the employment situation is relatively stable, and the labor force is a vulnerable group; labor disputes are concentrated in private enterprises, and the number of labor complaints is high.
2. Combining with literature analysis, Sanderworth model analysis and Sichuan Province "Ten Articles" analysis, seven influencing factors of labor relations, including labor contract signing, salary and welfare satisfaction, position and working environment, enterprise management, trade union operation and democratic participation, labor disputes and personal development of employees, are constructed. Based on the model of harmonious labor relations, we choose the evaluation index of labor relations.
3. Through membership analysis, correlation analysis screened a total of 30 Labor Relations Evaluation indicators, and determined the weight of the evaluation indicators through the analytic hierarchy process.
The basic framework of this paper is as follows:
Chapter 1: introduction, introducing the background, purpose and significance, contents and methods of the research.
Chapter 2: Relevant concepts and theoretical research overview. This chapter mainly elaborates three aspects: 1. Definition of related concepts, including private enterprises, labor relations and harmonious labor relations; 2. Review of labor relations theoretical schools; 3. Summarization and summary of Labor Relations Evaluation research.
Chapter 3: Chengdu private enterprises status analysis, analysis of Chengdu's related economy and private enterprises within the scope of its jurisdiction, in order to prepare for the formulation of targeted evaluation indicators.
Chapter Four: The evaluation index design of Chengdu private enterprises'labor relations. This chapter introduces the principle and process of the evaluation index design. According to the existing literature and the external characteristics of Chengdu private enterprises' labor relations, it constructs the evaluation model of Chengdu private enterprises'harmonious labor relations, and determines the evaluation model through the analysis of membership degree and correlation. Chengdu Private Enterprises Harmonious Labor Relations Evaluation index; the weight of the evaluation index system to determine the use of analytic hierarchy process, and ultimately a set of targeted, easy to operate, systematic evaluation system of harmonious labor relations.
Chapter five: The application of the evaluation index system of harmonious labor relations in Chengdu private enterprises.
The sixth chapter: conclusion. Summarize the full text, and make suggestions for future research direction and improvement of this article.
【學(xué)位授予單位】：西南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F276.5;F249.26
本文編號：2178209
[Abstract]:Labor relationship is an important factor affecting the productivity, cost and profit of enterprises, and also one of the important factors affecting the economic development of a country. Process.
Since the transformation of the economic system, the private economy has developed rapidly. Private enterprises, while stimulating economic growth, have shouldered the responsibility of absorbing employment. By the end of 2012, the number of employees in private enterprises in China had reached 11.388 million, accounting for 45.7% of the urban employment population. It can be said that the stability of labor relations in private enterprises is social stability. The cornerstone.
However, in recent years, China's labor relations problems have become prominent, the number of labor disputes has been rising, and the disputes are mainly concentrated in private enterprises. In 2011, Chengdu Labor Arbitration accepted 2330 labor disputes, including 1757 labor disputes by private enterprises, accounting for 75.41% of the total labor disputes in Chengdu. Large, labor disputes may not only harm the interests of workers or entrepreneurs, restrict the development of social economy, serious social unrest may also cause social unrest, affecting the harmonious operation of society.
This paper combs the domestic and foreign scholars on private enterprises, harmonious labor relations and evaluation of labor relations, combined with the current economic development in Chengdu and the labor relations of private enterprises, analysis of the factors affecting the labor relations of private enterprises in Chengdu, through interviews and questionnaires to obtain the importance of the factors, and Through the methods of membership degree and correlation analysis, the evaluation indexes are selected, and the weight of the indexes is determined by AHP, so as to establish a scientific and effective evaluation index system of harmonious labor relations in Chengdu private enterprises.
In the process of exploring and constructing the harmonious labor relations index of private enterprises in Chengdu, this paper mainly adopts three research methods. First, literature research, through reading the relevant materials of the library of Southwest University of Finance and Economics, CNKI database, Wanfang database and relevant documents of Chengdu municipal government and trade union, to understand the relationship between private enterprises and labor relations. Second, interviews, questionnaires, expert interviews and questionnaires to re-screen the indicators to ensure the rationality of the evaluation indicators. Third, statistical analysis, interviews and questionnaire survey data through SPSS1.3, EXCEL, MATLAB and other tools for statistical processing.
Through the above research process, the following conclusions can be drawn:
1. Through the analysis of Chengdu's external environment, the following conclusions are drawn: labor disputes arising from labor remuneration are prominent problems in current labor relations; labor security system is imperfect; the employment situation is relatively stable, and the labor force is a vulnerable group; labor disputes are concentrated in private enterprises, and the number of labor complaints is high.
2. Combining with literature analysis, Sanderworth model analysis and Sichuan Province "Ten Articles" analysis, seven influencing factors of labor relations, including labor contract signing, salary and welfare satisfaction, position and working environment, enterprise management, trade union operation and democratic participation, labor disputes and personal development of employees, are constructed. Based on the model of harmonious labor relations, we choose the evaluation index of labor relations.
3. Through membership analysis, correlation analysis screened a total of 30 Labor Relations Evaluation indicators, and determined the weight of the evaluation indicators through the analytic hierarchy process.
The basic framework of this paper is as follows:
Chapter 1: introduction, introducing the background, purpose and significance, contents and methods of the research.
Chapter 2: Relevant concepts and theoretical research overview. This chapter mainly elaborates three aspects: 1. Definition of related concepts, including private enterprises, labor relations and harmonious labor relations; 2. Review of labor relations theoretical schools; 3. Summarization and summary of Labor Relations Evaluation research.
Chapter 3: Chengdu private enterprises status analysis, analysis of Chengdu's related economy and private enterprises within the scope of its jurisdiction, in order to prepare for the formulation of targeted evaluation indicators.
Chapter Four: The evaluation index design of Chengdu private enterprises'labor relations. This chapter introduces the principle and process of the evaluation index design. According to the existing literature and the external characteristics of Chengdu private enterprises' labor relations, it constructs the evaluation model of Chengdu private enterprises'harmonious labor relations, and determines the evaluation model through the analysis of membership degree and correlation. Chengdu Private Enterprises Harmonious Labor Relations Evaluation index; the weight of the evaluation index system to determine the use of analytic hierarchy process, and ultimately a set of targeted, easy to operate, systematic evaluation system of harmonious labor relations.
Chapter five: The application of the evaluation index system of harmonious labor relations in Chengdu private enterprises.
The sixth chapter: conclusion. Summarize the full text, and make suggestions for future research direction and improvement of this article.
【學(xué)位授予單位】：西南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F276.5;F249.26
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