新法团主义视角下的中国多雇主谈判——现状、典型实践及政策启示  

Chinese Multi-Employer Bargaining from a Neo-Corporatist Perspective——Overview Typical Practices and Inspiration

作　　者：徐璐[1] 林瑶[1] 

机构地区：[1]中国人民大学劳动人事学院,北京100872

出　　处：《中国劳动关系学院学报》2016年第5期1-11,共11页Journal of China University of Labor Relations

摘　　要：多雇主谈判作为市场经济国家调整劳动关系的典型制度之一,在节约交易成本,规范劳动力市场,平衡劳资力量和预防及调处劳动争议等方面发挥了重要作用。目前在中国,集体协商有企业集体协商、行业集体协商和区域集体协商三种谈判结构,其中真正具有多雇主谈判意义的是行业集体协商。本文通过运用新法团主义理论对中国温岭模式、武汉模式、北汽模式和大连模式等四个典型行业性协商模式进行分析,为研究中国多雇主谈判提供一个理论分析框架,并从主体培育、内容规范、范围扩展等方面对中国行业集体协商提出政策建议。As a typical mechanism to coordinate labour relations in market economies, multi-employer bargaining plays an important role in controlling transaction costs, promoting rational labour mobility and balancing the interests of labour and capital, as well as preventing and resolving labour disputes. Currently in China, there are three types of collective bargaining, namely enter- prise bargaining, sectoral bargaining and territorial bargaining. Among these, sectoral bargaining bears the features of meaningful multi-employer bargaining. Through a review of western neo-corporatist theory and a descriptive analysis of four Chinese sectoral bargaining models-the, Wenling, Wuhan Beijing Motor and Dalian models-this article explores use of a neo-corporatist-based analytical framework to explain the distinctive features of emerging Chinese multi- employer bargaining. In its conclusion, the article proposes enhancing agent capacity building as well as regulating the content and expanding the scope of multi-employer bargaining.

关 键 词：多雇主谈判 新法团主义 行业集体协商 理论分析框架 

分 类 号：F246[经济管理—劳动经济]