工资集体协商形成机理及效果比较研究——基于制度变迁的视角

发布时间：2018-01-14 06:06

本文关键词：工资集体协商形成机理及效果比较研究——基于制度变迁的视角　出处：《广东社会科学》2017年02期 　论文类型：期刊论文

【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,前者是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。本文的贡献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。
[Abstract]:Using the theory of institutional change to analyze the wage collective negotiation in China, it can be divided into supply-oriented and demand-induced, the former is implemented by the government from top to bottom. The latter is produced from the bottom up. The collective bargaining of supply-oriented wages has little effect due to the lack of the independent participation of labor especially the participation of labor. The collective bargaining of wages induced by demand (or negotiation) is produced spontaneously by the market, which is formed by the power game of all parties, and the effect is remarkable. Some of them have formed the mechanism of labor and capital consultation continuously. To realize the system vicissitude, to further promote the collective bargaining work of wages, and to make the transition to labor and capital autonomy in the supply-oriented mode; In the demand-induced mode, we should avoid the breakdown of labor and capital, and establish an orderly and sustainable negotiation mechanism as soon as possible. The contribution of this paper is to construct the formation mechanism of collective negotiation in China with the theory of institutional change and to make an empirical study on its effect. The growth path of collective negotiation is proposed.
【作者单位】：湖南大学工商管理学院;河北工业大学经济与管理学院;
【分类号】：F244.2
【正文快照】： 2015年3月中共中央发布关于构建和谐劳动关系意见的10号文,将工资集体协商作为劳动关系的主要协调机制。实际上,1992年我国《关于修改〈工会法〉的决定》就规定工会通过平等协商和集体合同制度,协调劳动关系;2011年,中华全国总工会提出用3年时间全面推进企业建立工资集体协商

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