劳动关系集体化转型的历史回顾与治理启示  

Governance Enlightenment from a Historical Review of the Collective Transformation of Labor Relations in China

作　　者：熊新发[1] 曹大友[2] 

机构地区：[1]首都经济贸易大学劳动经济学院,博士后北京100026 [2]西南政法大学管理学院,院长教授重庆401120

出　　处：《中国行政管理》2016年第5期125-128,共4页Chinese Public Administration

基　　金：国家社科基金一般项目"劳动关系集体化转型趋势下的企业雇主策略研究"(编号:12BGL062);教育部人文社会科学规划项目"中国情境下雇佣保障影响企业绩效的作用机制:跨层次研究"(编号:11YJA630191)

摘　　要：本文通过对集体化转型历史变迁过程的回顾和分析,发现这种转型受到"体制内"和"体制外"两种压力的共同影响,其中体制外集体化压力是推动劳动关系向市场化的集体化方向转型的真正动力。本文认为未来在治理思路上应当正确认识劳资冲突本质特征和阶段性特征、深刻理解个别劳动关系的从属性和集体调整的重要性、高度重视集体劳动关系调整制度设计的系统性、主动适应体制外集体化压力的长期性。Through reviewing and research on the historical changes of collective transformation,this paper discovered that the pressure to promote this transformation comes from two aspects, ＂within the system＂ and ＂outside the system＂,and the latter is a real power that forced the collectivization and market-oriented transition of labor relations.This paper insists that in the future,government should correctly understand the nature and characteristics of labor conflict,have good comprehension about the subordination of individual labor relations and the importance of collective regulation,attach greater importance to systematic design of collective labor relations,and active adaptation to the long-term nature of collective pressure of ＂outside the system＂.

关 键 词：劳动关系转型 集体化 体制内 体制外 

分 类 号：F249.26[经济管理—劳动经济]