摘要
我国劳资集体对话机制呈现多样的局面,本文提出用发起者为中心的框架来概括和分析这些不同的类型。根据劳动关系运作的相关主体,我国企业层面劳资集体对话机制可分五大类:政府主推型、企业工会发起型、员工行动发起型、员工和企业工会发起型、和企业推行型。本文进而通过实地调研、新闻报道、和已有文献中的案例来说明这五种类型,并分析不同类型在多大程度上挑战了工作场所管理层单决制和可持续性。政府主推型在产生的集体合同数量上居多,但是对工作场所劳资相对力量的影响最小。体制内外力量相结合的类型——员工和企业工会发起型具有改变工作场所治理模式的力量和可持续性的潜力。
Collective dialogue mechanism is characterized by diversification in China. The paper proposes an initiator-centered framework to generalize and elaborate on different types of collective dialogue mechanism. According to relevant actors in labor relations, there are five kinds, namely the government-promoted, the workplace trade union-initiated, the workers＇ action-driven, the workers and workplace trade union-initiated, as well as the corporate-initiated. The paper analyses these five categories by fieldwork research, news and current literature, thereby figuring out to what extent these mechanisms pose challenges to the unitary determination and its sustainability of the management. Arguably, the number of collective contracts driven by the government-initiated mechanism is the largest, but the influence upon the power relationship between the employer and employees is the weakest. The type of collective dialogue driven by both workers and the trade union exerts greatest impact upon the power of enterprise management and the potential of sustainability.
出处
《中国人力资源开发》
北大核心
2014年第5期97-103,共7页
Human Resources Development of China
关键词
劳资集体对话
集体协商
集体谈判
对比分析
Collective Dialogue between the Employer and Employees
Collective Consultation
Collective Bargaining
Comparative Analysis
