申新三厂劳资合作研究（1922-1937）

发布时间：2018-03-16 05:18

本文选题：申新三厂　切入点：劳资关系　出处：《华中师范大学》2012年硕士论文　论文类型：学位论文

【摘要】：劳资关系是学界愈加关注的话题。以往探究劳资关系,偏重于阶级斗争,研究劳资纠纷多、探讨劳资合作不够。劳资合作在民国时期是普遍认识,不管是政府还是企业,都有相关的主张。学界鲜有对劳资合作的细化研究,本文对以申新三厂为代表的良好劳资关系企业进行考察,希望改变以往认为劳资双方一直处于对抗、紧张的印象,探讨民国时期劳资合作的途径和方法,补充现有劳资关系研究的罅漏。本文以申三资方管理方式的变迁带来劳资关系的动态变化作为明线,主要运用工业社会学和工业心理学的研究方法,对问题进行综合研究。笔者对申新三厂劳资关系的考察时段为1922年到1937年。在这15年中,申新因为进行科学化管理改革,发生四次比较大的劳资纠纷。1925年申三试图废除原有的工头制,遭到了工头的抵制和部分工人的反对,在无锡当地引起工潮,之后的劳资纠纷均是此事件的余波。工头角色的转变对申三劳资关系有很大影响。按此,资方进行反省,放缓改革步伐,同时塑造新式工人来完成改革。资方从1928年起实行养成所制度,包括职员养成所、女工养成所和机工养成所,培养了一批有文化、有技术的工人。新式工人认同资方管理,受新工人的影响,原先的工人由最初的对抗逐渐走向合作,劳资纠纷明显减少。申新三厂于1926年开始试行劳工自治区,在劳工教育、劳工福利、企业文化建构方面做出了显著的成效,在社会上引起极大反响,带动了一批企业的改革。共同体性质的劳工自治区不仅为申三带来更高的经济效益,而且通过塑造独特的企业文化和为工人提供可观的福利待遇,获得了工人的认同,劳资关系呈现和谐稳定的局面。通过对申新三厂1922年到1937年劳资关系的考察,笔者认为,民国时期中国企业倡导劳资合作,其管理方式的变迁影响劳资关系,企业内部环境机制对构建和谐劳资关系有重要作用。
[Abstract]:Labor relations have become a topic of increasing concern in academic circles. In the past, the study of industrial relations focused on class struggle, more on labor disputes, and less on labor cooperation. In the period of the Republic of China, labor and capital cooperation was generally recognized, be it the government or the enterprise. There are few detailed studies on industrial and capital cooperation in academic circles. This paper investigates good labor relations enterprises represented by Shen Xin three factories, hoping to change the impression that employers and employees have always been in confrontation and tension. To explore the ways and methods of labor-management cooperation during the Republic of China, to supplement the gaps in the existing research on labor relations. This paper takes the dynamic change of labor relations brought about by the change of management mode of three management parties as the bright line, and mainly uses the research methods of industrial sociology and industrial psychology to conduct a comprehensive research on the problem. The author inspected the labor relations of the three factories from 1922 to 1937. During these 15 years, because of the scientific management reform, Shen Xin had four relatively big labor disputes. On 1925, Shen San tried to abolish the original foreman system. It was boycotted by the foreman and opposed by some workers, which caused industrial unrest in Wuxi. Later, labor disputes were all the aftermath of the incident. The change in the role of the foreman had a great impact on Shen San's labor relations. According to this, the management reflected on it. Slow down the pace of reform, while shaping new workers to complete the reform. Since 1928, the management has implemented a system of nurseries, including staff nurseries, female workers' nurseries and machine-workers' nurseries, which have cultivated a number of literate workers. Skilled workers. The new workers approved of management. Influenced by the new workers, the original workers gradually moved from the initial confrontation to cooperation, and labor disputes decreased significantly. In 1926, the new three factories began to try out the labor autonomous region, where labor education was carried out on a trial basis. In terms of labor welfare and corporate culture construction, remarkable results have been made, which have caused great repercussions in society and have led to the reform of a number of enterprises. The community-oriented labor autonomous regions have not only brought higher economic benefits to the third party. Moreover, by shaping the unique corporate culture and providing the workers with considerable welfare, they have gained the recognition of the workers, and the labor relations have presented a harmonious and stable situation. Based on the investigation of the industrial relations between 1922 and 1937, the author thinks that during the period of the Republic of China, Chinese enterprises advocated the cooperation between labor and capital, and the change of their management mode affected the labor relations. The internal environmental mechanism plays an important role in the construction of harmonious labor relations.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F249.29;K26

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