中国企业内部劳动争议预防调解状况研究——基于“中国雇主-雇员匹配数据”(2013  

Research on the Prevention and Mediation of Labor Dispute within Chinese Enterprises ——Based on "the Employer-Employee Matched Data of China "(2013)

作　　者：周静[1] 程延园[1] 

机构地区：[1]中国人民大学劳动人事学院

出　　处：《中国人力资源开发》2016年第16期75-81,98,共8页Human Resources Development of China

基　　金：人力资源和社会保障部"完善企业劳动争议预防调解机制研究"课题的阶段性成果

摘　　要：近年来我国劳动争议案件居高不下,如何加强源头治理,在企业内部化解争议,日益引起政府和学术界的关注。本文利用"中国雇主-雇员匹配数据追踪调查(2013年数据)",通过441家企业样本和4521名员工样本的调查,从4个维度16项指标全面分析了我国企业内部劳动争议预防调解状况。结果显示:企业内部传统形式的民主管理制度建立比例较低且效果欠佳,尤其是小型、私营企业;劳动争议调解委员会建设滞后,影响力小;工会在沟通调解劳动争议中发挥了一定作用,得到雇佣双方认可;员工希望通过内部制度化途径解决劳动争议的意愿比较普遍。说明加强企业内部预防调解劳动争议机制建设十分可行和急迫。There are a large number of labor disputes in china recently, which cause the attention of the government and academia to explore the way of handling disputes within enterprises. This article comprehensively presents the condition of prevention and mediation of labor dispute in Chinese enterprises on 16 indicators from 4 dimensions, using the Employer-Employee matched data of China （2013）, 441 company samples and 4521 employee samples. The result shows that the traditional forms of democratic management system and labor dispute mediation committees are established very few and effectiveness within the enterprises, especially in small, private enterprises. Trade unions play a positive communication role in labor dispute mediation, which recognized by employers and employees. Many employees hope to solve the labor dispute through internal institutional way. So the construction of prevention and mediation mechanism of labor dispute intra- enterprise is very practical and urgent.

关 键 词：劳动争议 民主管理制度 预防 调解 

分 类 号：F272.92[经济管理—企业管理]