供给主导型与需求诱致型工资集体协商形成机理 及效果比较研究
投稿时间:2016-03-21  修订日期:2016-03-21  点此下载全文
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作者单位邮编
谢玉华* 湖南大学 410082
郭永星 湖南大学工商管理学院 
基金项目:The National Natural Science Foundation of China (General Program, Key Program, Major Research Plan)
中文摘要:运用制度变迁理论分析中国工资集体协商,可以分为供给主导型和需求诱致型,前者政府自上而下推行的;后者为自下而上产生的。供给主导型工资集体协商由于缺乏劳资的自主参与尤其劳方的参与,效果甚微;需求诱致型的工资集体协商(或谈判)是市场自发产生的,经过各方力量博弈形成的,实效显著,有的还形成了持续的劳资协商机制,实现制度变迁。进一步推进工资集体协商工作,在供给主导型中要过渡到劳资自治;需求诱致型中要避免劳资破裂,尽快建立有序的、可持续的协商机制。本文的创新在于用制度变迁理论构建中国集体协商的形成机制并对其效果进行实证研究,提出集体协商的生长路径。
中文关键词:集体协商 集体谈判 劳动关系 工会
 
Comparison of Supply-oriented and Demand-oriented Collective wage Consultation in China
Abstract:Using institutional change theories, we think there are two kinds of collective wage consultation in China now. One is the supply-oriented collective wage consultation, top down model; another is the demand-oriented collective wage consultation, bottom up model. We find the results of supply-oriented collective wage consultation are not satisfactory. Specifically, it lacks workers’ participation in the process and results have not protected workers’ interests adequately. However, the demand-oriented collective wage consultation can effectively defuse labor-management disputes, which have not only protected workers’ interests, but also is conducive to development of collective bargaining.
keywords:collective wage consultation  collective bargaining  labor relation  trade union
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