论雇佣方式多元化格局下的企业劳动关系  

On Labor Relations of Enterprise under Employment Mode

作　　者：张立富[1] 

机构地区：[1]南开大学商学院,天津300071

出　　处：《现代财经（天津财经大学学报）》2009年第12期3-8,共6页Modern Finance and Economics：Journal of Tianjin University of Finance and Economics

基　　金：教育部规划基金项目<多元雇佣方式下企业劳动关系问题研究>(07JA630058);国家自然科学基金项目<我国外资企业劳动关系运行机制的实证研究>(70672028)的阶段性成果

摘　　要：非典型雇佣方式的快速发展促成了企业雇佣方式多元化格局的形成,并使企业劳动关系变得更复杂。劳动关系实质上是企业合约中难以涵盖的部分,人力资源管理的简化和外部化为管理权向劳动关系领域的扩张奠定了基础,并直接导致了劳动关系的自由化。过去30年,中国与美国等发达国家一样,企业及劳动力市场都获得了太多的创新空间,但公共力量的创新过于滞后。嵌入式的强制性制度变迁是对劳动关系自由化过程的干预性介入。复合型劳动关系体系是与雇佣方式多元化趋势相适应的,三层次劳动关系框架的设计是现阶段的现实选择。The rapid development of non--traditional employment mode leads to the diversity of employment mode and the labor relations become more complex. In essentially, labor relations is the part which the enterprise contract cannot cover completely. The simplification and externalization of human resources management had established the foundation that the authority expanded to the labor relations domain, and had caused the labor relations liberalization directly. In the past 30 years, China was same with US and other developed countries that the enter- prises and the labor market had obtained the too many innovation space, but innovation of the public section was the lag. The embedded compulsory institutional transition is the intervention to the labor relations liberalization process. The compound labor relations system is adapts with the trend of the diversity of employment mode, and the three level labor relations frame design is the most realistic choice of the present stage.

关 键 词：多元雇佣 非典型雇佣 雇佣歧视 嵌入式转型 复合型劳动关系体系 

分 类 号：F246[经济管理—劳动经济]