关于中国工资谈判制度的反思与改进  

Reflection on the Salary Negotiation System in China

作　　者：任小平[1] 

机构地区：[1]中国劳动关系学院经济管理系,北京100048

出　　处：《河北经贸大学学报》2011年第4期47-53,共7页Journal of Hebei University of Economics and Business

基　　金：国家社会科学基金项目(07BSH005);中国劳动关系学院院级科研项目(10YYA019)

摘　　要：我国工资谈判的制度意义与实际功能的背离已经成为事关劳资关系和谐的根本问题。面对日趋紧张的劳资关系,中国的工资谈判制度应从制度意义回归功能意义,这就需要加强制度的改进。就现阶段而言,制度改进的重点应放在国家主导下的"制度救济",但就长远的趋势而言,我国工资谈判制度改进方向应为:建构与国情特征相适应的劳动关系调整范式,建立和完善与国情特征相适应的工资谈判制度,赋予工人(工会)在工资谈判中适度行使压力机制的权利。The role of salary negotiation system has become the key factor affecting the harmonious relationship between labor and capital. In the face of the every straining relations between labor and capital, some measures have to be taken to improve the salary negotiation system. Currently, the focus is how to achieve the system rescue dominated by the government. However, in the long run, the salary negotiation shall be： the adjustment mode of labor relations and the appropriate use of pressure by workers and trade unions during salary negotiation.

关 键 词：工资谈判 分配制度 劳资关系 制度救济 压力机制 

分 类 号：F244[经济管理—劳动经济]