發(fā)布時(shí)間：2018-03-18 07:36

  本文選題：勞資關(guān)系　切入點(diǎn)：企業(yè)　出處：《西南財(cái)經(jīng)大學(xué)》2014年博士論文　論文類型：學(xué)位論文

【摘要】：隨著經(jīng)濟(jì)體制由計(jì)劃向市場(chǎng)轉(zhuǎn)型、社會(huì)結(jié)構(gòu)由單一向多元變遷,中國(guó)已經(jīng)逐漸步入現(xiàn)代社會(huì)發(fā)展的高風(fēng)險(xiǎn)階段。勞資關(guān)系在社會(huì)經(jīng)濟(jì)結(jié)構(gòu)變遷中扮演了重要的角色,在風(fēng)險(xiǎn)社會(huì)發(fā)展過(guò)程中起著重要的影響作用,勞資關(guān)系相關(guān)主體之間的矛盾與沖突問(wèn)題成為了當(dāng)前最為突出的社會(huì)經(jīng)濟(jì)問(wèn)題之一。中國(guó)在改革開(kāi)放之初,由于資本要素缺乏、勞動(dòng)力供給大于需求以及政策制度的傾斜等原因,使得勞資關(guān)系表現(xiàn)出明顯的“資強(qiáng)勞弱”特征。這種勞資關(guān)系不同于計(jì)劃經(jīng)濟(jì)體制下政府、企業(yè)與勞動(dòng)者之間形成的一體化的勞動(dòng)關(guān)系。在計(jì)劃經(jīng)濟(jì)條件下,政府、企業(yè)和職工也有矛盾和沖突,但在當(dāng)時(shí)的政治環(huán)境和社會(huì)體制下,勞資關(guān)系主體之間沒(méi)有根本性的沖突,在協(xié)調(diào)彼此之間的關(guān)系上不需要也不可能有更多的制度設(shè)計(jì)。 中國(guó)經(jīng)濟(jì)社會(huì)體制轉(zhuǎn)型在提高效率的同時(shí),也使勞資之間的矛盾沖突凸顯出來(lái)。在社會(huì)主義市場(chǎng)經(jīng)濟(jì)體制下,勞資雙方開(kāi)始作為獨(dú)立的參與主體,基于所掌握的信息進(jìn)行策略互動(dòng)博弈。在要素結(jié)合的方式及產(chǎn)品分配比例上,雙方可能存在著分歧,進(jìn)而產(chǎn)生矛盾和沖突。中國(guó)市場(chǎng)經(jīng)濟(jì)發(fā)展過(guò)程中存在的體制遺留問(wèn)題、市場(chǎng)主體不到位問(wèn)題、全球化跨國(guó)資本的沖擊和地方政府的經(jīng)濟(jì)增長(zhǎng)壓力等相關(guān)問(wèn)題使得“資強(qiáng)勞弱”的格局得以確立并進(jìn)一步強(qiáng)化。在這樣的過(guò)程中,勞資雙方在契約關(guān)系的規(guī)則制定、乃至生產(chǎn)領(lǐng)域和分配領(lǐng)域等關(guān)涉利益博弈的各個(gè)方面的嚴(yán)重不對(duì)等,可能會(huì)使雙方的沖突行為變得更加頻繁,沖突升級(jí)并轉(zhuǎn)化為改革發(fā)展的一項(xiàng)重大風(fēng)險(xiǎn),以至于影響社會(huì)的和諧以及經(jīng)濟(jì)的可持續(xù)發(fā)展。在這種情況下,需要一種制度設(shè)計(jì),協(xié)調(diào)勞資沖突,緩解勞資矛盾。而集體談判制度作為協(xié)調(diào)勞資關(guān)系的有效方法正越來(lái)越受到各方面的關(guān)注,從理論和實(shí)踐上對(duì)集體談判制度進(jìn)行研究顯得十分必要。 從西方發(fā)達(dá)市場(chǎng)經(jīng)濟(jì)國(guó)家來(lái)看,勞資雙方在上百年的斗爭(zhēng)過(guò)程中,遵從現(xiàn)實(shí)雙方經(jīng)濟(jì)利益最大化的要求,逐漸產(chǎn)生完善了集體談判制度,集體談判制度已經(jīng)成為發(fā)達(dá)國(guó)家處理勞資糾紛最重要的手段。雖然中國(guó)的國(guó)情與發(fā)達(dá)市場(chǎng)經(jīng)濟(jì)國(guó)家在政治體制、政府職能、要素市場(chǎng)的發(fā)育程度等方面都有著很大的差異,但作為一個(gè)向著市場(chǎng)化積極推進(jìn)的發(fā)展中國(guó)家,必定面臨著與發(fā)達(dá)國(guó)家所經(jīng)歷的共同規(guī)律,這一點(diǎn)在中國(guó)決策層和基層都形成了基本的共識(shí),如中國(guó)共產(chǎn)黨十八屆三中全會(huì)中關(guān)于市場(chǎng)在資源的配置中起決定性作用的論述就是有力的證明。在協(xié)調(diào)勞資關(guān)系,平衡企業(yè)勞資力量,促進(jìn)企業(yè)工資分配制度更加合理、更加公平上也要借鑒西方發(fā)達(dá)市場(chǎng)經(jīng)濟(jì)國(guó)家的理論和實(shí)踐。 本文的研究以馬克思的勞資關(guān)系理論和工資理論為指導(dǎo),借鑒其他西方勞資關(guān)系相關(guān)理論和發(fā)達(dá)市場(chǎng)經(jīng)濟(jì)國(guó)家的實(shí)踐經(jīng)驗(yàn),以現(xiàn)階段我國(guó)企業(yè)勞動(dòng)關(guān)系現(xiàn)狀為依據(jù),在國(guó)內(nèi)外關(guān)于企業(yè)工資集體談判已有研究的基礎(chǔ)上,以勞資關(guān)系系統(tǒng)理論為分析工具,以集體談判的構(gòu)成要素為分析要件,建構(gòu)理論分析框架,在研究過(guò)程中,就我國(guó)企業(yè)工資集體談判存在的主要問(wèn)題、主要原因進(jìn)行梳理,并就現(xiàn)階段中國(guó)企業(yè)工資集體談判的改進(jìn)與完善,提出了自己的對(duì)策建議。在建構(gòu)分析框架上嘗試進(jìn)行創(chuàng)新探索,將公共組織或個(gè)人作為第四方主體引入傳統(tǒng)的勞資政三方機(jī)制中進(jìn)行分析研究。 論文遵循“梳理理論—建構(gòu)框架—實(shí)證分析—提出問(wèn)題—解決問(wèn)題”的研究思路,設(shè)計(jì)了中國(guó)企業(yè)工資集體談判研究的技術(shù)路線,確定了相關(guān)的研究?jī)?nèi)容,全文包含八章內(nèi)容。 第一章為導(dǎo)論。介紹本文的寫作背景、研究?jī)?nèi)容、意義和目的,提出本文的研究思路和研究方法,以及可能的創(chuàng)新與不足,同時(shí)對(duì)關(guān)鍵概念——?jiǎng)谫Y關(guān)系與勞動(dòng)關(guān)系、工資集體協(xié)商與工資集體談判進(jìn)行了界定釋義。 第二章為相關(guān)理論與文獻(xiàn)綜述。本章細(xì)致梳理了馬克思及西方其他學(xué)者的勞資關(guān)系理論和工資理論等一系列相關(guān)理論和模型,對(duì)國(guó)內(nèi)外集體談判的研究狀況進(jìn)行了系統(tǒng)梳理和評(píng)述,對(duì)近年來(lái)國(guó)內(nèi)外文獻(xiàn)研究的熱點(diǎn)和難點(diǎn)問(wèn)題也進(jìn)行了評(píng)析,通過(guò)對(duì)相關(guān)理論和文獻(xiàn)的梳理研究,為本文的寫作奠定基礎(chǔ)。 第三章為中國(guó)企業(yè)工資集體談判的分析框架構(gòu)建。本章通過(guò)分析企業(yè)工資集體談判的主體、內(nèi)容、程序、結(jié)構(gòu)、爭(zhēng)議調(diào)解與仲裁、制約手段等構(gòu)成要件,建立一個(gè)理論分析框架,本章是本文的創(chuàng)新點(diǎn)。其重點(diǎn)是針對(duì)我國(guó)勞資關(guān)系的特點(diǎn)和企業(yè)工資集體談判的具體實(shí)踐,借鑒西方勞資關(guān)系理論,特別是鄧洛普勞資關(guān)系系統(tǒng)理論,提出我國(guó)企業(yè)工資集體談判的主體、社會(huì)環(huán)境、共同理念和規(guī)則的構(gòu)建等分析框架。筆者在傳統(tǒng)的“勞、資、政”三方關(guān)系的基礎(chǔ)上,提出了構(gòu)建“勞、資、政、公共組織或個(gè)人”的“四方合作博弈”關(guān)系及運(yùn)行規(guī)則的改進(jìn)的創(chuàng)新研究�！八姆胶献鞑┺摹标P(guān)系是在“勞資政”關(guān)系的基礎(chǔ)上,加入“公共組織或個(gè)人”的第四方合作性元素,同時(shí)改進(jìn)運(yùn)行規(guī)則,其目的是在企業(yè)工資集體談判的運(yùn)行中,通過(guò)建立新的勞資關(guān)系的合作博弈機(jī)制,進(jìn)而實(shí)現(xiàn)勞資關(guān)系和諧發(fā)展。 第四章為國(guó)外工資集體談判模式分析及借鑒。本章重點(diǎn)研究了美國(guó)、日本和德國(guó)的工資集體談判制度,分別就其模式的具體內(nèi)容、運(yùn)行效果、存在的問(wèn)題等進(jìn)行了梳理,就西方發(fā)達(dá)國(guó)家的模式對(duì)中國(guó)企業(yè)工資集體談判制度的借鑒意義進(jìn)行了深入的分析。 第五章為中國(guó)企業(yè)工資集體談判的發(fā)展歷程、實(shí)踐模式和績(jī)效評(píng)價(jià)。本章全面梳理了中國(guó)建立工資集體談判制度的發(fā)展歷程；研究了中國(guó)推行企業(yè)工資集體談判的地方模式,對(duì)不同模式的形成原因進(jìn)行了分析；通過(guò)專門的調(diào)查統(tǒng)計(jì),分析了四川省企業(yè)工資集體談判的實(shí)施效果和影響因素。從實(shí)證分析的角度研究了中國(guó)企業(yè)工資集體談判制度的建立、發(fā)展和效果。 第六章為中國(guó)企業(yè)工資集體談判存在的問(wèn)題及原因分析。筆者利用勞資關(guān)系系統(tǒng)理論和集體行動(dòng)等理論系統(tǒng)梳理了中國(guó)企業(yè)工資集體談判存在的主要問(wèn)題。分別分析了中國(guó)工會(huì)組織的獨(dú)立性,代表性的問(wèn)題、工人參與集體談判行動(dòng)的問(wèn)題、政府在企業(yè)工資集體談判問(wèn)題上的認(rèn)識(shí)和行為問(wèn)題、資方在工資集體談判中的行為問(wèn)題、企業(yè)工資集體談判相關(guān)法律法規(guī)的問(wèn)題、企業(yè)工資集體談判的結(jié)構(gòu)問(wèn)題、企業(yè)工資集體談判的第四方調(diào)節(jié)機(jī)制問(wèn)題。通過(guò)對(duì)這些問(wèn)題的梳理和研究,為構(gòu)建中國(guó)特色企業(yè)工資集體談判制度奠定了基礎(chǔ)。 第七章為中國(guó)企業(yè)工資集體談判對(duì)策分析及改進(jìn)。本章從構(gòu)建勞資關(guān)系的多元價(jià)值判斷入手,從加強(qiáng)國(guó)家和地方立法,建立工資集體談判的法律支撐體系、加強(qiáng)工會(huì)組織的代表性與獨(dú)立性建設(shè)、通過(guò)選擇性激勵(lì),促進(jìn)工人參與集體行動(dòng)、實(shí)現(xiàn)談判的結(jié)構(gòu)調(diào)整,加強(qiáng)雇主組織建設(shè)、加強(qiáng)信息披露,促進(jìn)談判的對(duì)等性、保障工會(huì)必要的集體行動(dòng)權(quán)、引入第四方協(xié)調(diào)機(jī)制等方面系統(tǒng)提出了中國(guó)企業(yè)工資集體談判的對(duì)策建議。這些建議在實(shí)踐中有的具有一定的操作難度,但面對(duì)市場(chǎng)化進(jìn)程的加快和勞資矛盾日益加劇的現(xiàn)實(shí)場(chǎng)景,我們必須正視這些問(wèn)題并且穩(wěn)妥地推進(jìn)這些問(wèn)題的解決。 第八章為研究展望,本章作為結(jié)語(yǔ)部分,對(duì)未來(lái)可以研究的內(nèi)容和領(lǐng)域做出闡述,包括工資集體談判的理論創(chuàng)新、制度創(chuàng)新和機(jī)制創(chuàng)新。 工資集體談判制度作為西方發(fā)達(dá)市場(chǎng)經(jīng)濟(jì)國(guó)家調(diào)節(jié)勞資關(guān)系的有效制度方法,在解決勞資沖突,協(xié)調(diào)勞資關(guān)系上發(fā)揮了重要作用�！八街�,可以攻玉”,我們要學(xué)習(xí)借鑒他人的成功經(jīng)驗(yàn),同時(shí)也要注意克服“橘生淮南則為橘,生于淮北則為枳”的問(wèn)題,將國(guó)外的成功經(jīng)驗(yàn)與中國(guó)的具體國(guó)情結(jié)合起來(lái),使集體談判制度在中國(guó)的大地上開(kāi)枝散葉,碩果累累。
[Abstract]:Along with the economic system transformation from planned to market, from single to multiple social structure changes, Chinese has gradually stepped into the high-risk stage of the development of modern society. Labor relations play an important role in the social and economic structure changes, in the risk in the process of social development has important effect to the problem of the conflict between labor relations the subject has become one of the most prominent social and economic problems. Chinese at the beginning of reform and opening, because of lack of capital, labor supply is greater than demand and tilt policy system, the labor relations show "strong capital weak labor". The labor relation is different from the government under the planned economic system. The integration between enterprise and employee labor relations. The government under the condition of planned economy, enterprises and workers also have contradictions and conflicts, but at the time Under the political environment and social system, there is no fundamental conflict between the subjects of labor relations. There is no need for institutional coordination to coordinate the relationship between them.
Chinese economic and social system transformation to improve efficiency at the same time, the conflict between labor and capital is prominent. Under the socialist market economy system, both sides began as the participants independently, grasp the information strategy of the interactive game. Based on a combination of factors and product distribution proportion, the two sides may disagree. Then the contradictions and conflicts. The existing legacy development process Chinese in market economy system, the main body of the market is not in place, issues related to the impact of globalization of transnational capital and the local government's economic growth pressure makes "strong capital weak labor" pattern can be established and strengthened. In this process, both sides in the formulation the contractual relationship of the rules, and the production field and distribution fields concerned with the interests of all aspects of the game not so serious, may cause the double side impact Suddenly become more frequent, and the escalation of the conflict into a major risk that the reform and development of the society and the development of economy. In this case, the need for a system design, coordination of labor conflicts, ease the labor conflicts. Collective bargaining system as an effective way to coordinate labor relations is becoming more and more the attention of each respect, it is necessary to study on the collective bargaining system from theory and practice.
The western developed market economy countries, both sides in the hundreds of years of struggle in the process, to maximize the economic interests of both sides to comply with realistic requirements, gradually improve the system of collective bargaining and collective bargaining system in developed countries has become the most important to deal with labor disputes. Although China conditions with developed market economy countries, the functions of the government in the political system, the degree of development of factor markets and other aspects are very different, but as a market to actively promote the developing countries must face the common law and the experience of developed countries, which is in the China decision-making layer and the base layer are formed a basic consensus, such as the Communist Party in the third Plenary Session of the 18th CPC Central Committee Chinese on the market play a decisive role in the allocation of resources this is the powerful proof. In the coordination of labor relations, labor force balance, promote enterprises The wage distribution system of the industry is more reasonable and more fair, the theory and practice of western developed market economy countries should also be used for reference.
The research on labor relations theory and Marx wage theory as a guide, learn from other related theories of Western labor relations and the developed market economy countries experience, the status of labor relations in China at the present stage as the basis, at home and abroad on the basis of judgment about enterprise collective wage on existing research on labor relations system theory analysis tools, with elements of collective bargaining for the analysis of elements, construction of the analytical framework, in the course of the study, the main problems existing in our country enterprise collective wage negotiations, the main reason to sort out, and to improve the wages of collective bargaining Chinese enterprises and perfection, puts forward his suggestions on construction analysis. The framework attempts to explore innovation, research and analysis of the public organizations or individuals as the fourth subject into traditional labor affairs three party mechanism.
The paper follows the research train of thought of "combing theory, constructing framework, empirical analysis, putting forward problems and solving problems", and designs a technical route of research on wage collective bargaining in Chinese enterprises, and determines relevant research contents. The full text contains eight chapters.
The first chapter is introduction. Introduces the research background, research content, purpose and significance, put forward the research ideas and research methods, and possible innovations and shortcomings, the key concept of industrial relations and labor relations, collective bargaining and collective wage negotiations defines the interpretation.
The second chapter is the related theories and literature review. This chapter reviews Marx and other scholars of the western labor relations theory and wage theory and a series of related theory and model study of the domestic and international situation of collective bargaining systematically and comment on hot and difficult problem in the study of the literatures in recent years were also through the analysis, to study the relevant theory and literature, to lay the foundation for the writing of this article.
The third chapter is the construction framework of China enterprise collective wage negotiations. This chapter through the analysis of main body, collective wage negotiations, program structure, dispute mediation and arbitration, which means the constituent elements, establish a theoretical analysis framework, this chapter is the innovation point of this paper. The focus is on the specific characteristics of practice China's labor relations and collective wage negotiations, the western labor relations theory, especially the Dunlop labor relations system theory, put forward the main body, our country enterprise collective wage negotiations of the social environment, construction of analysis framework of common ideas and rules. The author in the traditional "labor, capital, political foundation" three party relationship on the proposed "labor, capital, government, public organizations or individuals" and "Quartet cooperative game" and the relationship between the operation rules of improved innovation research. "Quartet cooperative game" is in the "tripartite relationship Based on the relationship, we add the fourth party cooperation elements of "public organization or individual", and improve the operation rules at the same time. The purpose is to establish a new cooperative game mechanism of labor relations in the collective wage negotiation of enterprises, so as to achieve the harmonious development of labor relations.
The fourth chapter is the analysis and reference of foreign collective wage negotiation mode. This chapter focuses on the United States, Japan and Germany, the collective wage negotiation system, respectively. Specific content, its mode of operation effect, problems are summarized, it analyses deeply the significance of western developed countries on Chinese wage the collective bargaining system.
The fifth chapter is the development of China enterprise collective wage negotiation, practice mode and performance evaluation. This chapter comprehensively combs the development process of the establishment of the system of collective wage bargaining China; on the implementation of China enterprise collective wage negotiations on the formation of different patterns of local model, the paper analyzes reasons; through the investigation and statistical analysis of the special. The effect factors of Sichuan enterprise collective wage negotiation and establishment. From the perspective of empirical analysis of Chinese enterprise wage system of collective bargaining, development and effect.
The sixth chapter is analysis of the problems and the reasons for China collective wage negotiations. The author uses the labor relations system theory and collective action theory systematically summarizes the main problems China enterprise collective wage negotiations. Chinese respectively analyzes the independence of trade union organizations, representative problems, workers participate in collective bargaining action problem, government awareness and the behavior in the enterprise collective wage bargaining issues, behavior of the employers in the collective wage negotiations, enterprise wage collective bargaining legal problem, structure of enterprise collective wage negotiations, the problem of fourth party enterprises collective bargaining mechanisms. Through carding and Research on these problems, laid the foundation for the construction of Chinese enterprise collective wage bargaining system.
The seventh chapter is Chinese enterprise collective wage bargaining countermeasure analysis and improvement. This chapter from the construction of labor relations in the pluralistic value judgment of the strengthening of national and local legislation, the establishment of collective bargaining legal support system, strengthen the construction of representation and independence of trade union organizations, through selective incentives, promote workers' participation in collective action, implementation structure the adjustment of the negotiations, strengthen the employer organization construction, strengthen information disclosure, promote equal negotiation and collective action necessary to guarantee trade union rights, the introduction of four coordination system and puts forward some countermeasures and suggestions in China. These enterprises collective wage negotiation suggestions in practice have certain operational difficulties, but in the face of market process the speed and labor conflicts intensified reality scene, we must face these problems and solve these problems and steadily push forward the.
The eighth chapter is the research prospect. This chapter, as the epilogue, expounds the contents and fields that we can study in the future, including the theoretical innovation, institutional innovation and mechanism innovation of collective bargaining.
The effective method of wage collective bargaining system as the system of market economy of the western developed countries adjust labor relations, to solve the conflict, the coordination of labor relations has played an important role. "Outside the box, so, we should learn from the successful experience of others, but also to pay attention to overcome" for orange orange health Huainan, born in Huaibei Zhi ", the specific conditions of foreign successful experience and Chinese together, the collective bargaining system in the Chinese earth flourishing, fruitful.

【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2014
【分類號(hào)】：F249.24

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 劉建華;;南海本田工資集體協(xié)商案始末[J];小康;2011年08期

2 理興;企業(yè)工資集體協(xié)商談判的特點(diǎn)、作用及應(yīng)注意的問(wèn)題[J];財(cái)經(jīng)論叢(浙江財(cái)經(jīng)學(xué)院學(xué)報(bào));1996年04期

3 羅寧;李萍;;勞資關(guān)系研究的理論脈絡(luò)與進(jìn)展[J];當(dāng)代財(cái)經(jīng);2011年04期

4 翟玉娟;論集體談判和集體協(xié)商[J];當(dāng)代法學(xué);2003年07期

5 吳亮;;美國(guó)法中的“集體協(xié)商的強(qiáng)制性議題”及其啟示[J];電子科技大學(xué)學(xué)報(bào)(社科版);2008年05期

6 吳忠民;;中國(guó)中期社會(huì)危機(jī)的可能趨勢(shì)分析[J];東岳論叢;2008年03期

7 文魁;譚浩;;我國(guó)集體協(xié)商制度存在的問(wèn)題及對(duì)策建議[J];湖南社會(huì)科學(xué);2006年01期

8 葛少英;我國(guó)罷工立法問(wèn)題初探[J];法商研究(中南政法學(xué)院學(xué)報(bào));1996年03期

9 馮祥武;;珠三角地區(qū)工資集體協(xié)商的現(xiàn)狀和相關(guān)理論問(wèn)題[J];法治研究;2012年02期

10 趙瑋;;美國(guó)的集體談判[J];工會(huì)論壇;1997年02期

相關(guān)博士學(xué)位論文 前5條

1 崔馳;現(xiàn)代市場(chǎng)經(jīng)濟(jì)條件下中國(guó)合作型勞動(dòng)關(guān)系研究[D];東北師范大學(xué);2011年

2 高杰;私營(yíng)企業(yè)和諧勞動(dòng)關(guān)系構(gòu)建研究[D];東北財(cái)經(jīng)大學(xué);2011年

3 王小波;經(jīng)濟(jì)全球化條件下的中國(guó)勞動(dòng)關(guān)系與工會(huì)改革[D];復(fù)旦大學(xué);2007年

4 李亮山;我國(guó)勞動(dòng)關(guān)系政府規(guī)制研究[D];北京交通大學(xué);2012年

5 杜海燕;現(xiàn)階段我國(guó)私營(yíng)企業(yè)勞動(dòng)關(guān)系研究[D];東北師范大學(xué);2012年

，

本文編號(hào)：1628595