【摘要】：市場的基本構(gòu)成要素是價格(p)和產(chǎn)量(q),相類同,勞動力市場由工資(價格)和勞工(就業(yè))組成。勞工只有在保障、安全的前提下才能積極投入生產(chǎn),從而促進社會、經(jīng)濟的可持續(xù)發(fā)展。所以,勞動力市場體系的基本構(gòu)成是工資設定和社會保障制度。在大多數(shù)西方國家中,工資由工會和雇主協(xié)會的討價還價設定。Esping-Andersen (1990)根據(jù)“去商品化”程度,將西方福利國家分為自由主義(英美體系)、合作主義(俾斯麥大陸體系)和社會民主主義(北歐模式)等三種類型。在德國,工資議價過程由出口制造業(yè)行業(yè)的工會主導；社會福利體系為保守的俾斯麥大陸體系,以社會保險為主要內(nèi)容；而居于德國勞動力市場核心的標準雇傭關系(Standard Employment Relationship)將這兩者聯(lián)系起來,并且社會伙伴(包括工會、雇主協(xié)會等)發(fā)揮著很重要的作用。因為德國的經(jīng)濟結(jié)構(gòu)特點和經(jīng)濟發(fā)展戰(zhàn)略(發(fā)展出口制造業(yè)為主導),德國勞動力市場體系以標準雇傭為基礎,為簽訂標準雇傭合同的勞工提供完善的解雇保護、工資水平和失業(yè)福利,并以較高的勞資談判覆蓋率和工會密度為特點。而最初的模式是以男性養(yǎng)家糊口者為中心,女性和孩子的福利依賴于男性的標準雇傭合同,但維持這種模式的充要條件是充分就業(yè)。隨著石油危機爆發(fā),充分就業(yè)的狀態(tài)終止,緊接著,德國發(fā)生了一系列經(jīng)濟、社會結(jié)構(gòu)的變化。經(jīng)濟、社會結(jié)構(gòu)的轉(zhuǎn)型必然要求經(jīng)濟、社會政策的改革。為了應對客觀環(huán)境的變化和較高的失業(yè)率,德國勞動力市場經(jīng)歷了改革,如眾所周知的哈茨方案。勞動力市場體系的變化包括工會妥協(xié)形成的工資節(jié)制增長、失業(yè)福利削減、廣泛運用積極的勞動力市場政策、勞動稅(主要指社會保險稅)改革等�？傮w來看,德國勞動力市場體系遵循了增加的但前后不完全一致的改革路徑,且沒有打破勞動力市場的核心——標準雇傭關系,核心、邊緣的改革具有二元性特點。 原本剛性的以標準雇傭為基礎的核心勞動力市場,通過開始條款、短時工作制、工時賬戶制等創(chuàng)造了內(nèi)部靈活性,雇主協(xié)會與工會之間達成了工資節(jié)制增長的協(xié)議；同時兼職工、臨時工、小時工、迷你工作等非標準型工作的增加極大地促進了固定期限合同的發(fā)展和邊緣勞動力市場的靈活性。通過評估,德國勞動力市場體系改革已相當積極,創(chuàng)造了勞動力市場的靈活性,增加了勞動力供給；工資節(jié)制增長增加了勞動力需求：這兩者共同抬高均衡就業(yè)水平。08年德國出現(xiàn)就業(yè)高峰,金融危機期間出現(xiàn)“就業(yè)奇跡”。然而,鑒于總工作時間的不斷減少、長期失業(yè)率問題依然嚴重、對低技能失業(yè)者的激勵作用有限,德國就業(yè)的增加就被打折扣了。此外,OECD經(jīng)濟調(diào)查報告顯示,從長期來看,德國的失業(yè)人數(shù)將會增多、就業(yè)率會下降。其實,根據(jù)經(jīng)濟學模型,如果追求就業(yè)的可持續(xù)增長,國內(nèi)總需求顯得更重要。對比各國GDP構(gòu)成要素對GDP增長的貢獻、投資及儲蓄水平,德國相對內(nèi)需疲弱,這一點不利于德國實現(xiàn)GDP的潛在產(chǎn)出水平、提高生產(chǎn)率和增加就業(yè)。因此,勞動力市場體系改革在提高市場靈活性的同時,不能阻礙內(nèi)需增長；靈活的勞動力市場只有與充足的國內(nèi)總需求相結(jié)合,才能進一步促進就業(yè)的可持續(xù)增長。
[Abstract]:The basic elements of the market are price (p) and output (q). Similarly, the labor market consists of wages (price) and labor (employment). Labor can only be actively put into production under the premise of security and safety, thus promoting the sustainable development of society and economy. Therefore, the basic components of the labor market system are wage setting and social security. In most Western countries, wages are set by bargaining between unions and employers'associations. Esping-Andersen (1990) classifies Western welfare countries into three categories: liberal (Anglo-American system), cooperative (Bismarck continental system) and social democracy (Nordic model) according to the degree of "de-commercialization". The bargaining process is dominated by trade unions in the export manufacturing sector; the social welfare system is the conservative Bismarck mainland system, with social insurance as its main content; and the Standard Employment Relationship, which is at the heart of the German labor market, links the two, and social partners (including trade unions and employers'associations) The German labor market system, based on standard employment, provides complete layoff protection, wage levels and unemployment benefits for workers who sign standard employment contracts, and has a high coverage rate of labor bargaining. The original model was centered on male breadwinners, and the welfare of women and children depended on men's standard employment contracts, but sufficient and necessary conditions were full employment. The transformation of the economic and social structure necessarily requires the reform of the economic and social policies. In response to the changes in the objective environment and the high unemployment rate, the German labor market has undergone reforms, such as the well-known Hartz scheme. Generally speaking, the German labor market system has followed an increasing but inconsistent path of reform, and has not broken the core of the labor market - the standard employment relationship, the core, the edge of the reform has dual characteristics.
The rigid core labor market, based on standard employment, creates internal flexibility through start clauses, short-term work schedules, man-hour accounts, etc. Employer associations and trade unions have reached agreements on wage growth control; and the increase in non-standard jobs, such as part-time workers, casual workers, hourly workers, and mini-jobs, has greatly facilitated this. The development of fixed-term contracts and the flexibility of the marginal labor market have been assessed. The reform of the German labor market system has been quite active, creating flexibility in the labor market and increasing labor supply; wage restraint has increased labor demand: both have raised the level of balanced employment. Germany emerged in 2008. However, in view of the decreasing total working hours, the long-term unemployment rate and the limited incentives for the low-skilled unemployed, the increase in employment in Germany has been discounted. In fact, according to the economic model, if the pursuit of sustainable employment growth, domestic demand is even more important. Comparing the contribution of GDP components to GDP growth, the level of investment and savings, Germany's relative domestic demand is weak, which is not conducive to Germany's potential output level of GDP, productivity and growth. Therefore, the reform of the labor market system can not hinder the growth of domestic demand while improving market flexibility; flexible labor market can further promote the sustainable growth of employment only by combining with sufficient domestic demand.
【學位授予單位】：華東師范大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F249.516;F151.6

【參考文獻】

相關期刊論文 前1條

1 漢斯約克·奧托;張萱;;論德國勞動力市場存在的問題[J];南京大學法律評論;1997年01期

，

本文編號：2244068