發(fā)布時間：2018-03-16 05:18

  本文選題：申新三廠　切入點：勞資關(guān)系　出處：《華中師范大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：勞資關(guān)系是學(xué)界愈加關(guān)注的話題。以往探究勞資關(guān)系,偏重于階級斗爭,研究勞資糾紛多、探討勞資合作不夠。勞資合作在民國時期是普遍認(rèn)識,不管是政府還是企業(yè),都有相關(guān)的主張。學(xué)界鮮有對勞資合作的細(xì)化研究,本文對以申新三廠為代表的良好勞資關(guān)系企業(yè)進(jìn)行考察,希望改變以往認(rèn)為勞資雙方一直處于對抗、緊張的印象,探討民國時期勞資合作的途徑和方法,補充現(xiàn)有勞資關(guān)系研究的罅漏。 本文以申三資方管理方式的變遷帶來勞資關(guān)系的動態(tài)變化作為明線,主要運用工業(yè)社會學(xué)和工業(yè)心理學(xué)的研究方法,對問題進(jìn)行綜合研究。 筆者對申新三廠勞資關(guān)系的考察時段為1922年到1937年。在這15年中,申新因為進(jìn)行科學(xué)化管理改革,發(fā)生四次比較大的勞資糾紛。1925年申三試圖廢除原有的工頭制,遭到了工頭的抵制和部分工人的反對,在無錫當(dāng)?shù)匾鸸こ?之后的勞資糾紛均是此事件的余波。工頭角色的轉(zhuǎn)變對申三勞資關(guān)系有很大影響。按此,資方進(jìn)行反省,放緩改革步伐,同時塑造新式工人來完成改革。資方從1928年起實行養(yǎng)成所制度,包括職員養(yǎng)成所、女工養(yǎng)成所和機工養(yǎng)成所,培養(yǎng)了一批有文化、有技術(shù)的工人。新式工人認(rèn)同資方管理,受新工人的影響,原先的工人由最初的對抗逐漸走向合作,勞資糾紛明顯減少。申新三廠于1926年開始試行勞工自治區(qū),在勞工教育、勞工福利、企業(yè)文化建構(gòu)方面做出了顯著的成效,在社會上引起極大反響,帶動了一批企業(yè)的改革。共同體性質(zhì)的勞工自治區(qū)不僅為申三帶來更高的經(jīng)濟效益,而且通過塑造獨特的企業(yè)文化和為工人提供可觀的福利待遇,獲得了工人的認(rèn)同,勞資關(guān)系呈現(xiàn)和諧穩(wěn)定的局面。 通過對申新三廠1922年到1937年勞資關(guān)系的考察,筆者認(rèn)為,民國時期中國企業(yè)倡導(dǎo)勞資合作,其管理方式的變遷影響勞資關(guān)系,企業(yè)內(nèi)部環(huán)境機制對構(gòu)建和諧勞資關(guān)系有重要作用。
[Abstract]:Labor relations have become a topic of increasing concern in academic circles. In the past, the study of industrial relations focused on class struggle, more on labor disputes, and less on labor cooperation. In the period of the Republic of China, labor and capital cooperation was generally recognized, be it the government or the enterprise. There are few detailed studies on industrial and capital cooperation in academic circles. This paper investigates good labor relations enterprises represented by Shen Xin three factories, hoping to change the impression that employers and employees have always been in confrontation and tension. To explore the ways and methods of labor-management cooperation during the Republic of China, to supplement the gaps in the existing research on labor relations. This paper takes the dynamic change of labor relations brought about by the change of management mode of three management parties as the bright line, and mainly uses the research methods of industrial sociology and industrial psychology to conduct a comprehensive research on the problem. The author inspected the labor relations of the three factories from 1922 to 1937. During these 15 years, because of the scientific management reform, Shen Xin had four relatively big labor disputes. On 1925, Shen San tried to abolish the original foreman system. It was boycotted by the foreman and opposed by some workers, which caused industrial unrest in Wuxi. Later, labor disputes were all the aftermath of the incident. The change in the role of the foreman had a great impact on Shen San's labor relations. According to this, the management reflected on it. Slow down the pace of reform, while shaping new workers to complete the reform. Since 1928, the management has implemented a system of nurseries, including staff nurseries, female workers' nurseries and machine-workers' nurseries, which have cultivated a number of literate workers. Skilled workers. The new workers approved of management. Influenced by the new workers, the original workers gradually moved from the initial confrontation to cooperation, and labor disputes decreased significantly. In 1926, the new three factories began to try out the labor autonomous region, where labor education was carried out on a trial basis. In terms of labor welfare and corporate culture construction, remarkable results have been made, which have caused great repercussions in society and have led to the reform of a number of enterprises. The community-oriented labor autonomous regions have not only brought higher economic benefits to the third party. Moreover, by shaping the unique corporate culture and providing the workers with considerable welfare, they have gained the recognition of the workers, and the labor relations have presented a harmonious and stable situation. Based on the investigation of the industrial relations between 1922 and 1937, the author thinks that during the period of the Republic of China, Chinese enterprises advocated the cooperation between labor and capital, and the change of their management mode affected the labor relations. The internal environmental mechanism plays an important role in the construction of harmonious labor relations.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F249.29;K26

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 曾云平;近代蘇南民族企業(yè)勞資關(guān)系研究（1895-1937）[D];蘇州大學(xué);2013年

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本文編號：1618498