我国职工参与公司治理法律制度研究

发布时间：2018-06-11 22:34

本文选题：职工参与 + 公司治理　；参考：《中国政法大学》2005年硕士论文

【摘要】：研究背景:20世纪70年代末期以来,企业改革一直是我国经济体制改革的中心环节,国家为此采取了一系列重大政策措施。从企业放权让利,经过利改税、经营承包制,到股份制改造等,十五大又提出了按照“产权清晰、责权明确、政企分开、管理科学”的要求,建立现代企业制度。但长期以来,我国企业改革理论研究和实践一直围绕企业产权问题展开,强化物质资本所有者思路,始终是我国企业改革和法律制度建设的主线。劳动作为最基本的生产要素和重要的社会资源,作为构成企业的一个基本的构成要素,这个问题却被忽略了。虽然我国法律、法规明确规定,国家保障职工的主人翁地位,公司职工依照国家的法律、法规和《公司章程》行使民主管理企业的权利受到法律保护。但在企业改制的过程中,职工的“主人翁”观念逐渐被淡化,被雇佣心理却不断增强。与此同时,在西方发达国家,“资本基本主义”经济增长模式日益受到理论和实践的挑战。在新经济条件下,.知识、技术、创新能力、管理能力等在公司经营中的的作用空前提高,而知识的发展、技术和管理的创新都离不开“人”这个要素。20世纪60年代,美国学者舒尔茨提出了人力资本理论。从20世纪80年代开始,国际大企业都在进行组织结构调整的同时,通过对公司治理结构的改造,突出人力资本的作用,构造出有利于人力资本发挥作用的、激励创新的制度安排。人力资本拥有者成为了公司治理的积极参与者,公司的职工由生产过程中的被动客体,成为公司治理参与主体,在经营活动中发挥着重要作用。研究目的: 随着经济全球化浪潮和我国加入WTO,面对我国企业所有制结构的变化,特别是外资的大量涌入,我国职工参与公司治理在制度上的缺陷日益突出。如,无论是职代会制度还是职工董事、职工监事制度,在这些有关实现职工参与公司治理的制度设计上,按现行公司法规定,其或者是适用范围仅限于国有独资或国有控股公司,或是在职权、比例上欠明确,而随着国有和国有控股公司在公司制企业总量中所占的比例大大缩小,以及股东主权治理模式日益显现出专制性弊病,这样的制度设计已经充分暴露了局限性。研究意义和方法:公司法规定的是职工在公司治理中的作用,劳动法规定的是职工的自身权益,两者不能混淆,但也不是孤立的。把职工的作用纳入《公司法》中这不仅仅是道德问题,而是生产的客观需要,也是企业发展的客观需要。人力资本作用的增大,职工所提供的知识、劳动技能资本与股东提供的物质资本是同等重要的,职工有动力也有能力成为公司治理的重要参与者。在中国,所有制发生变化,只是改变了劳动者当家作主的表现形式,但绝对改
[Abstract]:Background: since the late 1970s, enterprise reform has been the central link of China's economic system reform, and the state has adopted a series of important policy measures for this purpose. The 15th National Congress of the Communist Party of China put forward the establishment of a modern enterprise system in accordance with the requirements of "clear property right, clear responsibility, separation of government and enterprises, and scientific management." However, for a long time, the theoretical research and practice of enterprise reform in our country have been carried out around the problem of enterprise property right, and strengthening the idea of material capital owner has always been the main line of enterprise reform and legal system construction in our country. Labor as the most basic factor of production and important social resources, as a basic component of the enterprise, this problem has been ignored. Although the laws and regulations of our country clearly stipulate that the state guarantees the master status of the workers, the employees of the company shall be protected by law in exercising the right of democratic management of the enterprise in accordance with the laws, regulations and articles of association of the state. However, in the process of enterprise restructuring, the concept of "master" of the staff and workers has gradually been diluted, but the psychology of being employed has been constantly strengthened. At the same time, in the western developed countries, Capital-based economic growth model is increasingly challenged by theory and practice. Under the new economic conditions. The function of knowledge, technology, innovation ability and management ability in the management of the company has never been improved. However, the development of knowledge, the innovation of technology and management cannot be separated from the element of "human" in the 1960s. Schultz, an American scholar, put forward the theory of human capital. Since the 1980s, while the international large enterprises are carrying on the organization structure adjustment, through the transformation of the corporate governance structure, the function of the human capital has been highlighted, and the favorable human capital has been constructed. Institutional arrangements to encourage innovation. The owner of human capital becomes an active participant in corporate governance, and the employees of the company become the main body of corporate governance by the passive object in the process of production. Objective: with the tide of economic globalization and China's accession to the WTO, facing the changes in the ownership structure of enterprises in China, especially the influx of foreign capital, The defect that our country worker participates in company management is more and more outstanding on system. For example, in the design of these systems concerning the participation of workers and staff in corporate governance, both the staff and workers' conference system, the staff and workers' directors, and the staff and workers' supervisors are designed in accordance with the provisions of the current Company Law. Its scope of application is either limited to wholly state-owned or state-owned holding companies, or its functions and powers are not clear. However, as the proportion of state-owned and state-owned holding companies in the total number of corporate enterprises shrinks greatly, And the governance model of shareholders' sovereignty is increasingly showing autocratic maladies, such institutional design has fully exposed the limitations. Research significance and methods: the company law stipulates the role of employees in corporate governance, What the labor law prescribes is the worker's own rights and interests, the two cannot confuse, but also is not isolated. It is not only a moral issue, but also an objective need of production and enterprise development to bring the function of workers and staff into the Company Law. With the increase in the role of human capital, the knowledge provided by workers and staff, the capital provided by labor skills and the material capital provided by shareholders are equally important. Workers and staff have the motivation and the ability to become important participants in corporate governance. In China, ownership has changed. It only changes the expression of the labor as the master of the country, but it is absolutely changed.
【学位授予单位】：中国政法大学
【学位级别】：硕士
【学位授予年份】：2005
【分类号】：D922.291.91

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