从“同意”走向“对立”——基于C市A厂派遣工人集体行动的个案研究
发布时间：2019-07-30 17:32
【摘要】：在传统单位体制下,国企单位组织内职工具有极强的同质性,而缺少分化,从而为单位组织的一致性提供了基本的组织认同前提。但从20世纪末开始,伴随着中国迈向社会主义市场经济,国企单位组织逐渐走向消解。其重要表现之一,便是单位组织内部出现了较大数量的不同身份的工作者,派遣工人便是其中重要的组成部分。毫无疑问,作为企业为降低人力成本和提高劳动力弹性化而采用的一种非典型用工形式,派遣工人的存在为企业带来了较为显著的经济效益,但也必然会引发国企组织内部的纠纷和矛盾。本文以C市A厂千余名劳务派遣工人的集体行动为个案,试图探究这一特殊工人群体在"互惠伦理"受到挑战之时愤而放弃长达十年对于A厂的"同意"转而发起维权的过程,凸显出当前中国工人群体权利意识之薄弱,其自身的合法权益在很大程度上可以被厂方收买而被遮蔽,而"维权"行动的选择更是带有一定的工具性考量在其中。
[Abstract]:Under the traditional unit system, the staff and workers in the organization of state-owned enterprises have strong homogeneity, but lack of differentiation, which provides the basic premise of organizational identity for the consistency of the unit organization. However, from the end of the 20th century, with China moving towards socialist market economy, the organization of state-owned enterprises gradually dispelled. One of its important manifestations is that there are a large number of workers with different identities within the unit organization, and sending workers is one of the important components. There is no doubt that as an atypical employment form adopted by enterprises in order to reduce labor costs and improve the flexibility of labor force, the existence of dispatched workers has brought remarkable economic benefits to enterprises, but it is bound to lead to disputes and contradictions within the organizations of state-owned enterprises. Taking the collective action of more than a thousand labor dispatch workers in factory A of C city as an example, this paper attempts to explore the process of giving up the "consent" of factory A for up to ten years to safeguard the rights of this special group of workers when the "reciprocity ethics" is challenged, which highlights the weakness of the current awareness of the rights of the group of workers in China, and its own legitimate rights and interests can be obscured to a large extent by the factory. And the choice of "rights protection" action is with certain instrumental considerations.
【作者单位】： 吉林大学哲学社会学院;
【基金】：2011年度国家社会科学基金重大项目《当代中国单位制度形成及变迁研究》(11&ZD147)
【分类号】：C912.68
，
本文编号：2521033
[Abstract]:Under the traditional unit system, the staff and workers in the organization of state-owned enterprises have strong homogeneity, but lack of differentiation, which provides the basic premise of organizational identity for the consistency of the unit organization. However, from the end of the 20th century, with China moving towards socialist market economy, the organization of state-owned enterprises gradually dispelled. One of its important manifestations is that there are a large number of workers with different identities within the unit organization, and sending workers is one of the important components. There is no doubt that as an atypical employment form adopted by enterprises in order to reduce labor costs and improve the flexibility of labor force, the existence of dispatched workers has brought remarkable economic benefits to enterprises, but it is bound to lead to disputes and contradictions within the organizations of state-owned enterprises. Taking the collective action of more than a thousand labor dispatch workers in factory A of C city as an example, this paper attempts to explore the process of giving up the "consent" of factory A for up to ten years to safeguard the rights of this special group of workers when the "reciprocity ethics" is challenged, which highlights the weakness of the current awareness of the rights of the group of workers in China, and its own legitimate rights and interests can be obscured to a large extent by the factory. And the choice of "rights protection" action is with certain instrumental considerations.
【作者单位】： 吉林大学哲学社会学院;
【基金】：2011年度国家社会科学基金重大项目《当代中国单位制度形成及变迁研究》(11&ZD147)
【分类号】：C912.68
，
本文编号：2521033
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