成都市民营企业和谐劳动关系评价指标体系研究
发布时间：2018-08-11 20:53
【摘要】：劳动关系是影响企业的劳动生产率、成本和利润的重要因素,也是影响国家经济发展的重要因素之一。作为最普遍的社会关系,和谐的劳动关系是和谐社会运行的基础,劳动关系和谐与否将直接关系到我国“社会主义和谐社会”建设的进程。 经济体制转型以来,民营经济快速发展。民营企业拉动经济的增长的同时,还肩负起吸收就业的重任。截止2012年底,全国民营企业从业人员达到12138.8万人次,占我城镇人就业人口的45.7%。可以说,民营企业劳动关系的稳定即是社会稳定的基石。 然而近年来,我国劳动关系问题凸显,劳动争议数量不断攀升,且争议主要集中在民营企业。2011年成都市劳动仲裁受理劳动争议案件2330件,其中民营企业劳动争议案件1757件,占成都市劳动争议案件总数75.41%。由于民营企业就业人数量巨大,劳资纠纷不仅可能损害劳动者或企业家的利益,制约社会经济的发展,严重的还可能造成社会动乱不安,影响社会的和谐运行。 本文梳理了国内外学者对民营企业、和谐劳动关系以及劳动关系评价的研究,结合成都市当前经济发展情况和民营企业劳动关系状况,分析影响成都市民营企业劳动关系的因素,通过访谈以及发放问卷的形式获取影响因素重要程度,并通过隶属度、相关分析等方法筛选评价指标,用层次分析法确定指标权重,从而建立一套科学有效的成都市民营企业和谐劳动关系评价指标体系。 在探索和构建成都市民营企业和谐劳动关系指标的过程中,本文主要采用三种研究方法。一是文献研究,通过阅读西南财经大学图书馆相关资料、CNKI数据库、万方数据库以及成都市政府及工会相关文件,了解民营企业劳动关系研究的相关资料。二是访谈、问卷调查,通过专家访谈以及问卷调查对指标进行再筛选,确保评价指标的合理性。三是统计分析,将访谈和问卷调查的数据通过SPSS1.3、EXCEL、matlab等工具进行统计处理。具体方法包括隶属度法、相关分析法、层次分析法等。 通过上述研究过程,本文得出以下结论： 1.通过成都市外部环境分析得出以下结论：劳动报酬产生的劳动争议是当前劳动关系的较为突出问题；劳动保障制度不完善；就业形势相对稳定,劳动力任是弱势群体；劳动争议集中在民营企业,且劳动者申诉案居多等。 2.结合文献分析、桑德沃模型分析及四川省“十条”等分析,构建出以劳动合同签订情况、薪酬福利满意度、岗位和工作环境情况、企业经营管理情况、工会运作和民主参与情况、劳动争议情况、员工个人发展情况七个劳动关系影响因素为基础的和谐劳动关系模型,并据此选择劳动关系评价指标。 3.通过隶属度分析、相关性分析筛选了共30个劳动关系评价指标,并通过层次分析法确定了评价指标的权重。 本文基本框架如下： 第一章：绪论。介绍选题背景、研究目的及意义、研究内容及方法。 第二章：相关概念及理论研究综述。本章主要阐述3个方面的内容：1.相关概念的界定,包括民营企业、劳动关系及和谐劳动关系；2.对劳动关系理论流派的梳理；3.劳动关系评价研究的归纳和总结。 第三章：成都市民营企业现状分析。分析成都市相关经济及所辖范围内民营企业情况,为制定具有针对性的评价指标做准备。 第四章：成都市民营企业劳动关系评价指标设计。本章介绍了评价指标设计的原理和流程：根据已有文献以及成都市民营企业劳动关系外部特征,构建成都市民营企业和谐劳动关系评价模型；通过隶属度分析以及相关性分析,确定成都市民营企业和谐劳动关系评价指标；对评价指标体系权重的确定采用层次分析法,最终得到一套具有针对性、易操作、系统的和谐劳动关系评价体系。 第五章：成都市民营企业和谐劳动关系评价指标体系应用。对本文之前制定的评价指标体系的应用做具体说明。 第六章：结语。总结全文,并对后续研究方向和本文的改进提出建议。
[Abstract]:Labor relationship is an important factor affecting the productivity, cost and profit of enterprises, and also one of the important factors affecting the economic development of a country. Process.
Since the transformation of the economic system, the private economy has developed rapidly. Private enterprises, while stimulating economic growth, have shouldered the responsibility of absorbing employment. By the end of 2012, the number of employees in private enterprises in China had reached 11.388 million, accounting for 45.7% of the urban employment population. It can be said that the stability of labor relations in private enterprises is social stability. The cornerstone.
However, in recent years, China's labor relations problems have become prominent, the number of labor disputes has been rising, and the disputes are mainly concentrated in private enterprises. In 2011, Chengdu Labor Arbitration accepted 2330 labor disputes, including 1757 labor disputes by private enterprises, accounting for 75.41% of the total labor disputes in Chengdu. Large, labor disputes may not only harm the interests of workers or entrepreneurs, restrict the development of social economy, serious social unrest may also cause social unrest, affecting the harmonious operation of society.
This paper combs the domestic and foreign scholars on private enterprises, harmonious labor relations and evaluation of labor relations, combined with the current economic development in Chengdu and the labor relations of private enterprises, analysis of the factors affecting the labor relations of private enterprises in Chengdu, through interviews and questionnaires to obtain the importance of the factors, and Through the methods of membership degree and correlation analysis, the evaluation indexes are selected, and the weight of the indexes is determined by AHP, so as to establish a scientific and effective evaluation index system of harmonious labor relations in Chengdu private enterprises.
In the process of exploring and constructing the harmonious labor relations index of private enterprises in Chengdu, this paper mainly adopts three research methods. First, literature research, through reading the relevant materials of the library of Southwest University of Finance and Economics, CNKI database, Wanfang database and relevant documents of Chengdu municipal government and trade union, to understand the relationship between private enterprises and labor relations. Second, interviews, questionnaires, expert interviews and questionnaires to re-screen the indicators to ensure the rationality of the evaluation indicators. Third, statistical analysis, interviews and questionnaire survey data through SPSS1.3, EXCEL, MATLAB and other tools for statistical processing.
Through the above research process, the following conclusions can be drawn:
1. Through the analysis of Chengdu's external environment, the following conclusions are drawn: labor disputes arising from labor remuneration are prominent problems in current labor relations; labor security system is imperfect; the employment situation is relatively stable, and the labor force is a vulnerable group; labor disputes are concentrated in private enterprises, and the number of labor complaints is high.
2. Combining with literature analysis, Sanderworth model analysis and Sichuan Province "Ten Articles" analysis, seven influencing factors of labor relations, including labor contract signing, salary and welfare satisfaction, position and working environment, enterprise management, trade union operation and democratic participation, labor disputes and personal development of employees, are constructed. Based on the model of harmonious labor relations, we choose the evaluation index of labor relations.
3. Through membership analysis, correlation analysis screened a total of 30 Labor Relations Evaluation indicators, and determined the weight of the evaluation indicators through the analytic hierarchy process.
The basic framework of this paper is as follows:
Chapter 1: introduction, introducing the background, purpose and significance, contents and methods of the research.
Chapter 2: Relevant concepts and theoretical research overview. This chapter mainly elaborates three aspects: 1. Definition of related concepts, including private enterprises, labor relations and harmonious labor relations; 2. Review of labor relations theoretical schools; 3. Summarization and summary of Labor Relations Evaluation research.
Chapter 3: Chengdu private enterprises status analysis, analysis of Chengdu's related economy and private enterprises within the scope of its jurisdiction, in order to prepare for the formulation of targeted evaluation indicators.
Chapter Four: The evaluation index design of Chengdu private enterprises'labor relations. This chapter introduces the principle and process of the evaluation index design. According to the existing literature and the external characteristics of Chengdu private enterprises' labor relations, it constructs the evaluation model of Chengdu private enterprises'harmonious labor relations, and determines the evaluation model through the analysis of membership degree and correlation. Chengdu Private Enterprises Harmonious Labor Relations Evaluation index; the weight of the evaluation index system to determine the use of analytic hierarchy process, and ultimately a set of targeted, easy to operate, systematic evaluation system of harmonious labor relations.
Chapter five: The application of the evaluation index system of harmonious labor relations in Chengdu private enterprises.
The sixth chapter: conclusion. Summarize the full text, and make suggestions for future research direction and improvement of this article.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F276.5;F249.26
本文编号：2178209
[Abstract]:Labor relationship is an important factor affecting the productivity, cost and profit of enterprises, and also one of the important factors affecting the economic development of a country. Process.
Since the transformation of the economic system, the private economy has developed rapidly. Private enterprises, while stimulating economic growth, have shouldered the responsibility of absorbing employment. By the end of 2012, the number of employees in private enterprises in China had reached 11.388 million, accounting for 45.7% of the urban employment population. It can be said that the stability of labor relations in private enterprises is social stability. The cornerstone.
However, in recent years, China's labor relations problems have become prominent, the number of labor disputes has been rising, and the disputes are mainly concentrated in private enterprises. In 2011, Chengdu Labor Arbitration accepted 2330 labor disputes, including 1757 labor disputes by private enterprises, accounting for 75.41% of the total labor disputes in Chengdu. Large, labor disputes may not only harm the interests of workers or entrepreneurs, restrict the development of social economy, serious social unrest may also cause social unrest, affecting the harmonious operation of society.
This paper combs the domestic and foreign scholars on private enterprises, harmonious labor relations and evaluation of labor relations, combined with the current economic development in Chengdu and the labor relations of private enterprises, analysis of the factors affecting the labor relations of private enterprises in Chengdu, through interviews and questionnaires to obtain the importance of the factors, and Through the methods of membership degree and correlation analysis, the evaluation indexes are selected, and the weight of the indexes is determined by AHP, so as to establish a scientific and effective evaluation index system of harmonious labor relations in Chengdu private enterprises.
In the process of exploring and constructing the harmonious labor relations index of private enterprises in Chengdu, this paper mainly adopts three research methods. First, literature research, through reading the relevant materials of the library of Southwest University of Finance and Economics, CNKI database, Wanfang database and relevant documents of Chengdu municipal government and trade union, to understand the relationship between private enterprises and labor relations. Second, interviews, questionnaires, expert interviews and questionnaires to re-screen the indicators to ensure the rationality of the evaluation indicators. Third, statistical analysis, interviews and questionnaire survey data through SPSS1.3, EXCEL, MATLAB and other tools for statistical processing.
Through the above research process, the following conclusions can be drawn:
1. Through the analysis of Chengdu's external environment, the following conclusions are drawn: labor disputes arising from labor remuneration are prominent problems in current labor relations; labor security system is imperfect; the employment situation is relatively stable, and the labor force is a vulnerable group; labor disputes are concentrated in private enterprises, and the number of labor complaints is high.
2. Combining with literature analysis, Sanderworth model analysis and Sichuan Province "Ten Articles" analysis, seven influencing factors of labor relations, including labor contract signing, salary and welfare satisfaction, position and working environment, enterprise management, trade union operation and democratic participation, labor disputes and personal development of employees, are constructed. Based on the model of harmonious labor relations, we choose the evaluation index of labor relations.
3. Through membership analysis, correlation analysis screened a total of 30 Labor Relations Evaluation indicators, and determined the weight of the evaluation indicators through the analytic hierarchy process.
The basic framework of this paper is as follows:
Chapter 1: introduction, introducing the background, purpose and significance, contents and methods of the research.
Chapter 2: Relevant concepts and theoretical research overview. This chapter mainly elaborates three aspects: 1. Definition of related concepts, including private enterprises, labor relations and harmonious labor relations; 2. Review of labor relations theoretical schools; 3. Summarization and summary of Labor Relations Evaluation research.
Chapter 3: Chengdu private enterprises status analysis, analysis of Chengdu's related economy and private enterprises within the scope of its jurisdiction, in order to prepare for the formulation of targeted evaluation indicators.
Chapter Four: The evaluation index design of Chengdu private enterprises'labor relations. This chapter introduces the principle and process of the evaluation index design. According to the existing literature and the external characteristics of Chengdu private enterprises' labor relations, it constructs the evaluation model of Chengdu private enterprises'harmonious labor relations, and determines the evaluation model through the analysis of membership degree and correlation. Chengdu Private Enterprises Harmonious Labor Relations Evaluation index; the weight of the evaluation index system to determine the use of analytic hierarchy process, and ultimately a set of targeted, easy to operate, systematic evaluation system of harmonious labor relations.
Chapter five: The application of the evaluation index system of harmonious labor relations in Chengdu private enterprises.
The sixth chapter: conclusion. Summarize the full text, and make suggestions for future research direction and improvement of this article.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F276.5;F249.26
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