從“同意”走向“對立”——基于C市A廠派遣工人集體行動的個案研究
發(fā)布時間：2019-07-30 17:32
【摘要】：在傳統(tǒng)單位體制下,國企單位組織內(nèi)職工具有極強的同質(zhì)性,而缺少分化,從而為單位組織的一致性提供了基本的組織認同前提。但從20世紀末開始,伴隨著中國邁向社會主義市場經(jīng)濟,國企單位組織逐漸走向消解。其重要表現(xiàn)之一,便是單位組織內(nèi)部出現(xiàn)了較大數(shù)量的不同身份的工作者,派遣工人便是其中重要的組成部分。毫無疑問,作為企業(yè)為降低人力成本和提高勞動力彈性化而采用的一種非典型用工形式,派遣工人的存在為企業(yè)帶來了較為顯著的經(jīng)濟效益,但也必然會引發(fā)國企組織內(nèi)部的糾紛和矛盾。本文以C市A廠千余名勞務派遣工人的集體行動為個案,試圖探究這一特殊工人群體在"互惠倫理"受到挑戰(zhàn)之時憤而放棄長達十年對于A廠的"同意"轉(zhuǎn)而發(fā)起維權的過程,凸顯出當前中國工人群體權利意識之薄弱,其自身的合法權益在很大程度上可以被廠方收買而被遮蔽,而"維權"行動的選擇更是帶有一定的工具性考量在其中。
[Abstract]:Under the traditional unit system, the staff and workers in the organization of state-owned enterprises have strong homogeneity, but lack of differentiation, which provides the basic premise of organizational identity for the consistency of the unit organization. However, from the end of the 20th century, with China moving towards socialist market economy, the organization of state-owned enterprises gradually dispelled. One of its important manifestations is that there are a large number of workers with different identities within the unit organization, and sending workers is one of the important components. There is no doubt that as an atypical employment form adopted by enterprises in order to reduce labor costs and improve the flexibility of labor force, the existence of dispatched workers has brought remarkable economic benefits to enterprises, but it is bound to lead to disputes and contradictions within the organizations of state-owned enterprises. Taking the collective action of more than a thousand labor dispatch workers in factory A of C city as an example, this paper attempts to explore the process of giving up the "consent" of factory A for up to ten years to safeguard the rights of this special group of workers when the "reciprocity ethics" is challenged, which highlights the weakness of the current awareness of the rights of the group of workers in China, and its own legitimate rights and interests can be obscured to a large extent by the factory. And the choice of "rights protection" action is with certain instrumental considerations.
【作者單位】： 吉林大學哲學社會學院;
【基金】：2011年度國家社會科學基金重大項目《當代中國單位制度形成及變遷研究》(11&ZD147)
【分類號】：C912.68
，
本文編號：2521033
[Abstract]:Under the traditional unit system, the staff and workers in the organization of state-owned enterprises have strong homogeneity, but lack of differentiation, which provides the basic premise of organizational identity for the consistency of the unit organization. However, from the end of the 20th century, with China moving towards socialist market economy, the organization of state-owned enterprises gradually dispelled. One of its important manifestations is that there are a large number of workers with different identities within the unit organization, and sending workers is one of the important components. There is no doubt that as an atypical employment form adopted by enterprises in order to reduce labor costs and improve the flexibility of labor force, the existence of dispatched workers has brought remarkable economic benefits to enterprises, but it is bound to lead to disputes and contradictions within the organizations of state-owned enterprises. Taking the collective action of more than a thousand labor dispatch workers in factory A of C city as an example, this paper attempts to explore the process of giving up the "consent" of factory A for up to ten years to safeguard the rights of this special group of workers when the "reciprocity ethics" is challenged, which highlights the weakness of the current awareness of the rights of the group of workers in China, and its own legitimate rights and interests can be obscured to a large extent by the factory. And the choice of "rights protection" action is with certain instrumental considerations.
【作者單位】： 吉林大學哲學社會學院;
【基金】：2011年度國家社會科學基金重大項目《當代中國單位制度形成及變遷研究》(11&ZD147)
【分類號】：C912.68
，
本文編號：2521033
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