摘要
劳动争议的原因类型直接制约着劳动争议处理体系的建设方向。劳动争议的实证考察表明,劳动报酬、社会保险以及经济补偿和赔偿纠纷是引发劳动争议的主要原因类型。企业员工对劳动关系的认知以及企业对国家法令的认知是劳动纠纷发生的内在因素。基于此,未来的劳动争议处理体系的改进方向须重视纠纷处理程序制度的完善以及企业内劳动关系争议预防性调解机制的制度建设。
The types of labor dispute reasons directly affect and restrict the construction direction of the resolution mechanisms for labor dispute.The empirical research shows the disputes involving salary,social insurance payments and economic compensation and damages are the main causes of labor dispute.The internal factors of labor disputes are the the employee＇s cognition on the influencing factors of labor relationship and the employer ＇s cognition on the laws and decrees of the state.Therefore,the future labor dispute resolution mechanisms should pay more attention to streamline the settlement proceeding of labor disputes and perfect the preventive mediation mechanisms of labor dispute established in enterprise.
出处
《北京科技大学学报（社会科学版）》
2011年第1期55-60,87,共7页
Journal of University of Science and Technology Beijing(Social Sciences Edition)
基金
教育部人文社会科学规划基金项目<合意纠纷解决的制度选择--以公众需求和调解制度实践为视角(项目批准号:10YJA820059)>的阶段性成果
关键词
劳动关系
劳动争议
预防性调解
labor relationship
labor dispute
preventive mediation mechanism
