论工会在劳动关系中的独立性与代表性——基于企业工会干部职业化的若干思考  

On the Independence and Representativeness of Trade Union in Labor Relations

作　　者：许晓军[1] 曹荣[1] 

机构地区：[1]中国劳动关系学院工会学系,北京100048

出　　处：《中国劳动关系学院学报》2009年第6期7-13,共7页Journal of China University of Labor Relations

基　　金：许晓军教授主持的国家社会科学基金项目"构建社会主义和谐劳动关系研究--工会博弈行为与和谐劳动关系的建构"(项目编号:07BSH005);中国劳动关系学院重点科研项目"中国工会代表和维护劳动者权益实现路径研究"(项目编号:09YZ001)的阶段性研究成果

摘　　要：企业工会在劳动关系中存在着对企业的依附性,难以实现劳资关系的博弈制衡,有其多方面的社会历史原因。为使企业工会更好地维护劳动者合法权益,构建和谐稳定的劳动关系,以上级工会从社会上招聘、派遣为特征的企业工会干部职业化,是目前探索企业工会成为劳资关系中平等主体的基本思路和主要模式。然而,这种"嵌入式"的企业工会干部职业化模式,虽然强调了企业劳动关系中工会的独立性和专业化,但可能会出现工会代表性的先天不足。符合中国工会性质和职能要求的企业工会干部职业化,应以"内生"于企业的工会代表性为基础,以工会在劳动关系中的独立性为表现形式。Trade unions at the enterprises level are always dependent on enterprises in labor relations and it is difficult for unions to achieve the game balances of labor relations. In order to protect labor rights and interests and to build up harmonious labor relations, many superior trade unions recruitment and dispatch trade union cadres to enterprises. It is the basic idea and the main mode of experiment making trade unions the equal actor of labor relations at the enterprise level. However, although the mode of ＂embedded＂ professional trade union cadres stressed the independence and professional, it may occur in congenitally deficient of union representation. Chinese professional trade union cadres should be based on ＂endogenous＂ trade union representativeness in the enterprise, and be manifested in the form of union＇ s independence in labor relations.

关 键 词：企业工会 独立性 代表性 工会干部 职业化 

分 类 号：F246[经济管理—劳动经济] D412.6[经济管理—国民经济]