日本企业劳资关系的演进——从“利益一致型”到“利益协调型”  

Labor-Capital Relationship Evolution of Japanese Enterprise:From'Interests Consistent Type'to'Interests Coordination Type'

作　　者：刘容[1,2] 

机构地区：[1]大连民族学院外国语言文化学院,辽宁大连116600 [2]东北财经大学工商管理学院,辽宁大连116025

出　　处：《财经问题研究》2012年第5期115-119,共5页Research On Financial and Economic Issues

基　　金：辽宁省社会科学规划项目"政府在构建利益协调型劳资关系中的角色分析--以日本为例"(L10DJY050);大连市社会科学院立项课题"大连日资企业和谐劳动关系建设研究"(2011DLSK175)

摘　　要：二战后,在终身雇佣、年功序列和企业内工会等人力资源管理制度框架下,日本企业与员工结成了"命运共同体",共同分担经营风险、分享盈余利润,形成了一种"利益一致型"劳资关系。但近十几年来,长期的经济停滞迫使企业普遍采用了强制性解雇、短期雇佣和成果主义考核等管理措施,破坏了传统劳资关系的长期性与稳定性,淡化了员工对企业的归属感与忠诚心,劳资对立的趋势日渐凸显,双方利益由一致逐步走向分化。劳资关系将由"利益一致型"演进为在对立中求合作、在合作中求制衡的"利益协调型"。After the Second World War,the Japanese enterprises and their staff formed a 'community',which shares the management risk and surplus profit under the traditional management system framework such as the life-time employment,annual merits and corporate trade unions;this further formed a kind of 'uniformity of interests' labor-capital relations.But more than ten years,long-term economic stagnation forced many enterprises generally take management measures such as compulsory fired,short-term employment and performance evaluation.It undermined the stability of traditional industrial relations,and weakened the enterprise belonging and loyalty heart of the employees,the consistent interests of labor-capital relations gradually moving towards differentiation.Under this background,the future labor-capital relations of Japanese enterprise will evolve from 'uniformity of interests' to 'coordination of interests'.

关 键 词：日本企业劳资关系 利益一致型 利益协调型 

分 类 号：F270.7[经济管理—企业管理]