我国中央企业工资收入分配改革的方向与策略——基于工资集体协商视角  

Direction and Strategy for Wage Distribution Reform of State-owned Key Enterprises——Based on the Strategy of Wage Collective Bargaining

作　　者：左春玲[1] 

机构地区：[1]北京物资学院劳动科学与法律学院,北京101149

出　　处：《华东经济管理》2012年第4期36-39,共4页East China Economic Management

基　　金：北京市教委科技创新平台"现代人力资源管理方法与技术"(PXM2011_014214_000022);北京物资学院青年科研基金项目(2011XJQN017)

摘　　要：一年来,面对复杂经济环境,中国政府将"拉动内需"作为经济发展的重要途径。为促进消费,政府积极引导企业建立和实践工资集体协商,以合理、有效地增加职工工资收入。文章从工资集体协商视角对央企工资收入分配改革的方向和策略进行研究。指出应该在央企监管部门、央企所属行业工会和人保部门之间建立行业级工资集体协商机制以保障协商谈判的效率与公平。基于合作博弈理论,构造了协商主体的效用函数;通过模拟赋值,对三种联盟结构下的工资协商主体的整体效用进行计算,进而得出央企效益类型以及议定工资增长率的高低决定协商主体策略选择的结论。During last year, confronting complicated economic context, Chinese government took the measure of stimulating domestic demand to promote economic growth. For the purpose of promoting consumption, government actively guided enterprises to establish wage collective bargaining and put the wage bargaining into practice so as to increase the employees＇ earn- ings reasonably and efficiently. The paper mainly studied the direction and strategy for wage distribution reform of state-owned key enterprises from the perspective of wage collective bargaining. The paper pointed out that collective bargaining of state-owned key enterprises should be implemented at industral level with state-owned assets supervision and administration department, trade union at industrial level, and human resource and social security department as players to combine efficien- cy with equity. The paper also established utility functions for game players, calculated the general utility of three coalition structure after valued individually, and then concluded that it is the return type of central enterprise and the agreed ratio of wage increment that decides the selection of consultation strategies.

关 键 词：工资集体协商 收入分配 中央企业 合作博弈 

分 类 号：F271[经济管理—企业管理]