集体谈判与罢工关系研究

集体谈判作为一项规范化、程序化的制度安排,其在西方国家的实行已有百余年历史。从西方市场国家集体谈判和劳资关系的发展历程来看,集体谈判是缓解劳资冲突、促进劳资和谐的有效机制。而集体谈判是否会导致大规模的罢工活动并不可一概而论,笔者认为这与不同的劳资关系模式、经济周期以及集体谈判结构等因素密切相关。     

马克思劳资关系思想解析

马克思论述了在生产、交换与分配领域中劳动与资本的必然对立与冲突,同时,马克思看到在劳资对立关系中,也蕴含着一定条件下劳动与资本合作的可能。对马克思劳资冲突必然性与劳资合作重要性进行深入研究,不仅有助于全面认识马克思劳资关系理论,更为分析现阶段民营企业劳资冲突以及如何构建和谐劳资关系提供一种方向性视角。因此,全面解析马克思劳资关系思想,具有重要的现实意义。     

企业劳资关系冲突管理探讨

劳资关系是产业关系领域中的一个子领域,主要研究员工、员工组织、企业在产业关系中的角色以及政府机构在建立和管理企业与员工关系方面所担当的角色.劳资和谐是建立和谐社会的应有之义,是政通人和不可或缺的一个方面,是企业实现安全发展、健康发展、和谐发展的有力保证.为此,笔者就劳资关系中的冲突的表现形式以及如何实现劳资和谐作一探讨.     

构建和完善我国私营企业和谐劳资关系的对策研究

2010年,广东南海工人罢工事件、“毒苹果”事件、以及富士康员工“十五连跳”的悲剧,在一定程度上折射出劳动者维权意思的增强和对和谐劳资关系的渴望。建设和完善我国私营企业和谐的劳资关系关系到社会的和谐发展。本文在总结了我国私营企业劳资关系现状的基础上,探析了劳资冲突凸显的深层次原因,最后提出了建立和完善我国私营企业和谐劳资关系的对策和建议。     

基于和谐社会视角浅谈广东省劳资关系的构建

党中央一直强调构建和谐社会,就社会经济层面来说,创建和谐社会需要建立和谐的劳资关系,企业为实现长远发展目标也需要构建和谐的劳资关系.本文从和谐社会的角度出发,通过探讨广东劳资冲突群体性事件的成因及存在的问题,提出可行性的杜绝劳资冲突群体性事件发生的对策措施.     

转型期非公有制企业劳资关系和谐发展对策

我国目前正处于经济转型时期,劳资关系的结构随着经济的迅速发展而发生剧烈变化,劳资冲突频繁爆发,尤其是非公有制企业的劳资冲突,它们带来的经济、政治和社会后果不容乐观。本文基于结合劳资冲突的产生根源,探讨了解决劳资冲突,使劳资关系能够和谐发展的对策建议。     

透视我国当前民营企业的劳资关系问题

本文首先提出了“十一五”期间经济发展的最大“瓶颈”是如何建立和谐的劳资关系，接着阐述了当前我国民营企业劳资冲突的表现形式，然后分析了在民营企业产生劳资冲突的原因，最后提出了如何在民营企业中构建和谐的劳资关系。     

我国当代劳资关系研究综述

在市场经济条件下,劳资关系是各种经济关系的基础。改革开放与经济发展使我国的劳资关系发生了重大的变化,劳资关系更加复杂,劳资冲突趋向于表面化和常态化,而劳资冲突的协调机制没有得到相应的发展,框架和职能基本上只是传统体制的延续。国内外学者对我国当代劳资关系的现状进行了大量的经验研究,文章是这些研究的一个综述。     

动力机制视角下的和谐劳资关系构建

建立和谐劳资关系,最关键的是解决动力机制问题,即不仅关注"应该怎样建立"的问题,更重要的是回答"各方怎样才会主动去建立和谐劳资关系"的问题。当前,劳资关系改善的动力来源于各方面的压力。被动压力型的动力机制产生了明显的不良后果与严重危害,对地方政府、企业、工人三方都不利。迫切需要建立以地方政府为中心、企业和工人共同参与的促进劳资和谐的良性动力机制。     

私营企业劳资冲突管理系统构建研究——基于价值增值理念的视角

基于价值增值的管理理念,构建私营企业劳资冲突的管理系统,有利于形成和谐的劳资关系。价值增值型劳资管理系统包括建立人力资本投资收益模型、建立"可雇用性"人力资源管理系统以及加入价值增值型工会等。     

基于系统自执行理念的劳资利益协调机制

市场经济中的劳资关系是以劳资双方为主要参与者,相关主体博弈过程及其结果的客观呈现.劳资利益失衡分配格局是劳资力量不对等博弈的必然结果.扭转“资强劳弱”利益分配格局的关键在于强化劳工博弈能力.经济全球化以及信息技术的广泛运用,正在从根本上改变原有的生产组织方式,进而从根本上改变全球的劳资关系,形成了严重失衡的国别化劳资利益分配体系,传统劳资利益协调“三方机制”面临挑战.社会主义市场经济条件下的劳资利益协调机制,必然是一个以集体协商为基础,政府、社会多方参与的多维网络化机制.     

改革开放后中国劳资关系的形成与演进

改革开放后中国劳资关系经历了三个发展阶段:第一阶段是劳资关系初步形成、劳资矛盾受到忽视的阶段,时间从十一届三中全会召开后至十四大召开前;第二阶段是劳资关系快速成长、劳动权益受损严重的阶段,时间从十四大召开后至十六届三中全会召开前;第三阶段是劳资关系稳定发展、开始构建和谐劳资关系的阶段,时间从十六届三中全会召开后至今。改革开放后劳资关系失衡有一定的历史原因。在当前全面建成小康社会新阶段,构建和谐劳资关系是经济社会发展的必需。应以建立三方协商机制为核心,健全相关法律法规,积极培育协商主体,大力推进三方协商实践,不断发展和谐劳资关系。     

我国上市公司正向盈余意外实现原因研究

通过分析我国上市公司正向盈余意外的实现原因,发现我国上市公司高管没有通过盈余管理或预期管理实现正向盈余意外,除了业绩较好的情况外,上市公司正向盈余意外的另一原因是分析师为与上市公司高管建立或维持良好关系以便获得私有信息,迎合上市公司高管造成的。可见,我国上市公司与分析师之间存在利益冲突,且利益冲突的主要来源是上市公司的选择性信息披露。因此,为规范我国证券分析师行业的发展,有必要提高证券分析师的独立性,完善信息公平披露制度,提高违背公平信息披露规则的违规成本。     

Search efficiency,wage dynamics and welfare

Advances in information technology have improved the job-search process in the labor market. We analyze the effects of this improvement by constructing a search-and-matching model with two sectors: a risky sector with firm-specific productivity shocks and a risk-free sector. The risky sector is characterized by a low level of commitment between employers and workers – either party can end the employment relationship. We show that a better job-search process generates more job matches in the risky sector, and this benefits workers by improving their outside options. The effect on employers is subtle: while it is easier to fill vacancies, workers become more expensive. At the same time, the ease of finding new workers makes it harder for employers to keep their wage promises to workers and increases wage volatility. Our paper contributes to the literature by offering a novel explanation for the observed rise in wage volatility.     

和谐社会的经济基础:劳资关系和谐

作为两种最基础性、最重要的生产要素,劳动与资本的关系不仅关系企业正常的运行,更关系到一个社会的稳定和经济的持续发展。和谐的劳资关系是构建一个和谐社会的经济基础,制度创新来自于对劳资关系本身所具有的和谐成分的把握和引导。本文从经济发展史的角度分析了劳资关系变迁的规律,并从博弈论、外部性和利益相关者治理三个维度探究了劳资关系所具有的内外部和谐机制,对其政策含义进行了延伸。     

Wage-setting under Fordism: The rise of job evaluation and the ideology of equal pay

The use of job evaluation techniques during the Fordist period has been relatively neglected by political economists. Widely adopted in the 1940s by the large manufacturing firms that constituted the dynamic sector of industry, job evaluation helped to restructure relations between management and labor. As mass production replaced craft production, employers sought to pay their workers on the basis of 'deskilled' job content. Job evaluation was also a not-so-subtle repudiation of bargaining power, determining 'the rate for the job' on the basis of internal hierarchies and market wage surveys rather than collective negotiations. However, the practice of job evaluation also rested on a theory of wage determination that set wages according to the principle of equal pay for equal work. That is, wages were based on the attributes of the job rather than the individual incumbent. The process of reconciling equal pay as ideology with preexisting gender wage disparities resulted in a narrow definition of equal work.     

Core Labor Standards and Competitiveness: Implications for Global Trade Policy

One of the principal arguments for inclusion of core labor standards in the WTO is that weak labor standards provide an illegitimate boost to competitiveness and may result in a "race to the bottom" in labor standards worldwide. This paper shows that, if the violation of labor standards results from discrimination against particular workers in export industries, employment, output, and competitiveness will be reduced since employment is determined by the short side of the market. If the problems arise from abuse of market power by employers, competitiveness will be similarly reduced. Only if freedom of association and collective bargaining were intended to allow workers in some sectors to restrict output and drive up wages would the absence of these standards raise competitiveness. However, if product markets are competitive, it is likely that association rights would increase output and competitiveness by raising productivity. The competitiveness argument seems either to reflect analytical confusion or to represent a cover for protectionist interests.     

自愿性信息披露对企业技术创新的影响路径分析

以2013—2020年我国上市公司为研究对象，实证检验自愿性信息披露对企业技术创新的影响效应及作用机制，并考察公司内外部治理因素对这一关系的调节作用。结果发现：①自愿性信息披露显著提升企业技术创新水平；②公司外部治理环境和内部治理机制影响自愿性信息披露与企业技术创新的正向关系，具体而言，市场化进程、非国有产权性质、高管股票激励能够强化自愿性信息披露对企业技术创新的促进作用，而控股股东持股、董事会结构、董事会行为、高管薪酬激励的调节作用不显著；③影响机制实证结果表明，自愿性信息披露能够缓解第一类代理问题和外部融资约束对企业技术创新的抑制作用，从而促进企业技术创新。     

Pareto-improving firing costs?

We examine self-enforcing contracts between risk-averse workers and risk-neutral firms (the ‘invisible handshake’) in a labor market with search frictions. Employers promise as much wage-smoothing as they can, consistent with incentive conditions that ensure they will not renege during low-profitability times. Equilibrium is inefficient if these incentive constraints bind, with risky wages for workers and a risk premium that employers must pay. Mandatory firing costs can help, by making it easier for employers to promise credibly not to cut wages in low-profitability periods. We show that firing costs are more likely to be Pareto-improving if they are not severance payments.     

Financing,reputation and information disclosure quality in the Chinese market

In this article, we propose a theoretical model based on the reputation theory and hypothesize a positive relation between the information disclosure quality and the company’s refinancing decision. We collected data from the listed companies, which refinances in Shenzhen main board and SME board during 2006–2012, as a panel sample, and tested the hypothesis empirically. The results indicate that there exists a significant positive correction short-term relation between refinancing decision and the information disclosure quality, but in the long term the relationship between the information disclosure quality and refinancing decision is not significant.