本文選題：集體協(xié)商 + 勞資溝通　； 參考：《中國(guó)人力資源開發(fā)》2017年11期

【摘要】：勞資溝通成敗的決定因素是什么呢?借助國(guó)外學(xué)者的集體談判效果評(píng)價(jià)指標(biāo),選取合作主義下的勞資溝通成功案例、多元主義下的勞資溝通成功案例、勞資溝通失敗案例,各1例。通過(guò)對(duì)比分析,認(rèn)為勞資溝通成敗的決定因素是勞動(dòng)者談判力、工資集體協(xié)議對(duì)勞動(dòng)條件的影響力和政府監(jiān)管。其中工資集體協(xié)議對(duì)勞動(dòng)條件的影響力是首要決定因素。完善勞資溝通的制度保障,可以采取重視工資集體協(xié)議的法律地位、完善增強(qiáng)勞動(dòng)者談判力的配套制度、細(xì)化政府監(jiān)管規(guī)則的措施。
[Abstract]:What are the determinants of success or failure in communication between employers and employees? With the help of the evaluation index of collective bargaining effect of foreign scholars, this paper selects the successful cases of labor and capital communication under cooperation, the successful cases of labour and capital communication under pluralism, and the cases of failure of labour and capital communication, one case each. Through comparison and analysis, it is concluded that the decisive factors for the success or failure of labor communication are the bargaining power of the laborer, the influence of collective wage agreement on the working conditions and the supervision of the government. Among them, the influence of collective wage agreement on labor conditions is the primary determinant. To perfect the system guarantee of labor communication, we can take the measures of attaching importance to the legal status of collective wage agreement, perfecting the supporting system to strengthen the bargaining power of workers, and refining the rules of government supervision.
【作者單位】： 西華大學(xué)知識(shí)產(chǎn)權(quán)學(xué)院、法學(xué)院;
【基金】：教育部春暉計(jì)劃項(xiàng)目“司法改革背景下的勞動(dòng)爭(zhēng)議解決機(jī)制研究”(項(xiàng)目編號(hào):S2016031) 國(guó)家社科基金項(xiàng)目“勞動(dòng)監(jiān)察與勞動(dòng)仲裁交叉職能優(yōu)化的實(shí)證分析”(項(xiàng)目編號(hào):13BF137)階段性成果
【分類號(hào)】：D412.6;F272.92
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本文編號(hào)：1968194