中、外资企业劳资关系的模式总结

全球化下的劳资关系及其中国外资企业劳

资关系的模式总结

——有感于《全球化的劳资关系和产业民主》

[摘要]作为一个对劳工关系很感兴趣的HR学生，我想冒昧的说，当前中国最大的问题是：在经济制度上实现和实行了市场化和全球化，但在劳工制度和政治制度上还没有实行民主化和全球化。由于这两种制度的差异，导致中国劳动群体在经济发展中得不到应有的经济和政治利益，因此，加强中国劳工权益的维护、加强劳动工会的建设和作用、特别是进行政治制度方面的改革、实现资本与劳工力量的平衡，已经成了当前中国社会与经济发展的大问题。

但是，今天的中国，宪法赋予人民结社和组织工会的权利形同虚设，劳工群体的组织基本不发挥作用，政府过于倾向于雇主和企业的利益，这种事实和现象的实质是政府过于倾向于政府自己的利益。

在经济全球化的时代，如果一个国家的劳工力量过弱，那么这个国家的劳动利润不仅会流向本国资本，更会流向跨国资本。目前的情况是，由于中国劳工力量过弱，中国劳动已经成了国际资本廉价利用的对象。

这种发展的后果，必然是社会出现较大的贫富分化和阶层矛盾，这种现象在目前的中国已经越来越明显，社会心态和社会情绪日益不稳定，社会矛盾日趋激化。因此，加快建立适应市场经济的民主法治制度、完善工会组织的作用已经迫在眉睫。

[关键词]劳资关系；冲突型劳资关系模式；谈判—契约型劳资关系模式；利益一致型劳资关系模式

Abstract

As a student of HR who is very interested in industry relation,I want to say: Currently, the biggest problem with China is that marketization and globalization in the economic system have been adopted, but democratization and globalization in labor and political systems have not been implemented. The discrepancy between the two systems deprives the Chinese working class of economic and political interests they are entitled to during economic development. Therefore, it has become a big

issue in current social and economic growth to strengthen the protection of workers’ interests, to intensify the construction and functioning of trade union, and especially to carry out reform in political system so as to achieve a balance between the power of capital and labor.

However, nowadays in China, the rights for association and organizing trade unions that the Constitution endows to the general public exist in name only. The organizations of workers perform little function. The Government is concerned more about the interests of employers and enterprises. In essence, the government is oriented towards its own self-interests.In the era of economic globalization, if labor in a country is too feeble, then the profits generated in the country will inevitably flow not only to domestic capital, but to transnational capital as well. And for the moment, Chinese labor has fallen victim to exploitation by international capital, due to its weakness.The consequence is bound to be broadened polarization between rich and poor and intensified conflicts among social strata. The increasing inclination to this phenomenon in today’s China results in increasingly unsteady social consciousness and social emotion and in growing social conflicts. Therefore, there is an urgency to speed up the launch of democratic and legal systems adapted to the market economy and to improve the operations of trade union organization.

改革开放以来，在全球化的浪潮下，外资企业不断增长，为中国经济迅速增长做出了重要贡献的同时，也引发了一些社会问题，主要反映在劳动者劳权的实现状况和劳资关系冲突方面。通过对三个外资企业的个案研究说明，外资企业存在着三种劳资关系模式，即冲突型劳资关系模式、谈判—契约型劳资关系模式和利益一致型的以人力资源管理为主的劳资关系模式。企业类型、投资方式、企业规模、生产要素的配置、企业文化传统以及在地政府的行为等多种因素影响外资企业劳资关系模式。

（一）中外学者对外资企业劳资关系的研究总结

面对外资企业劳资关系，许多中外学者积累了一些对外资企业劳资关系的研究。通过自己阅读的一些参考文献的总结,这些研究主要集中在以下几个方面。