论平等协商机制模糊性与企业工会组织的象征性结构化  

Mechanism of Equal Consultation Ambiguity and Symbolic Structures of the Trade Union in the Enterprise

作　　者：贺玲[1,2] 

机构地区：[1]四川大学法学博士后科研流动站 [2]西南民族大学法学院

出　　处：《中国劳动》2015年第2X期40-43,共4页China Labor

基　　金：国家社科基金项目(13BFX137);西南民族大学民族法学研究创新团队项目资助(编号:14CXTD01)

摘　　要：制度环境对企业的组织结构及行为方式均会产生重要的影响。《劳动合同法》对企业解雇行为更加严格的规制形成了企业强化解雇行为合法性的激励。平等协商机制的模糊性、解雇保护制度执行机制的相对弱性,以及立法与司法对程序正义相较于实质正义更多的关注,符合了企业通过组织结构建构组织服从的基本条件。意欲在企业通过企业工会组织这一组织结构形式回应解雇保护制度环境过程中,同时实现企业工会保护劳动者合法权益以遏制非法解雇行为之实质性价值,不仅需要实现企业工会的独立性,更需要通过赋予平等协商机制更明确的界定,强化解雇保护执行机制,以及给予实质正义与程序正义同等重视三方面的系统化完善方能得以实现。The legal environment becomes an increasingly salient determinant of organizational structure and behavior. The Labor Contract Law regulates the unfair dismissal more and more strictly. The mechanism of equal consultation contains vague language, laws that regulate the unfair dismissal that regulate organizational procedures more than the substantive results of those procedures, and laws that provide weak enforcement mechanisms leave more room for organizational mediation. So, if the government wants to realizes the goal of restrain the unfair dismissal, it should not only make the trade union in the enterprise more independently, but also make the meaning of the mechanism of the equal consultation more precise, strengthen the enforcement mechanisms, and attention procedure justice and the essence justice equally.

关 键 词：合法性 企业工会 平等协商机制 象征性结构 企业内部劳动关系协调 

分 类 号：D922.5[政治法律—民商法学] D412.6[政治法律—法学]