【作者】 刘斌；

【导师】 年志远；

【作者基本信息】 吉林大学 ， 制度经济学， 2015， 博士

【摘要】 国有企业用工制度效率与国有企业的发育程度密切相关，用工制度效率提高必然有助于国有企业的可持续成长。改革开放后，中国国有企业用工制度经历了30多年的激烈变革，既有成绩，也有教训。实践告诉我们，科学合理的用工制度对于一个企业来说至关重要。当前，国有企业用工制度基本完成了从计划用工到市场用工，从固定工制到劳动合同制的转变。然而，由于主客观方面的原因，国有企业用工制度还存在一些问题，严重阻碍了国有企业人力资源的开发及核心竞争力的提升，有悖于“现代企业制度”的改革方向，严重影响社会和谐与稳定。很多国有企业已经认识到了用工制度的重要性，在实践中也采取了很多措施，但往往事倍功半，原因在于没有遵循国有企业用工制度的客观规律，缺乏科学的理论指导。基于以上原因，本文将国有企业用工制度作为研究对象，运用与用工制度相关的劳动经济学、制度经济学、人力资源管理等理论，对国有企业用工制度进行理论分析及实证分析，对国内外用工制度实践进行分析与总结，在此基础上，构建中国国有企业用工制度分析框架。此研究有助于完善国有企业用工制度研究的不足；将交易成本引入了国有企业用工制度当中，加强了研究深度；有利于劳动关系理论与人力资源管理理论的发展；有利于提高国有企业用工效率，有利于维护社会和谐，有利于实现社会的公平正义，有利于社会经济的全面发展。本文分为六章，各章的主要内容如下：第1章是绪论。首先分析了研究的背景及意义，然后对国内外研究现状进行了评述，最后分别对研究方法、框架、结构、创新之处与不足之处进行了阐述。第2章是国有企业用工制度的理论基础。对与本研究相关的理论进行了梳理，并论述了对本研究的指导意义。第3章是对国有企业用工制度的理论分析。在这一章中，主要是通过理论的形式来对用工制度进行剖析，进而为用工制度的实际改革做充分的理论铺垫。第4章主要分析中国国有企业用工制度的变迁历程、现状及存在的问题，阐述了在不同历史时期下国有企业用工制度的形式及特点。第5章是外国企业用工制度借鉴。本章分析了国外用工制度，包括发达国家、发展中国家的用工制度。对于经验，进行了积极的汲取；对于教训，也进行了深刻的分析，避免犯同样的错误。在经济全球化的大背景下，吸收国外的经验教训，有利于我国建立符合我国文化背景，满足我国国有企业需要的用工制度，并保证国有企业用工制度的有序性、有效性和效率性。第6章提出完善国有企业用工制度的措施。在以上分析的基础上，提出完善中国国有企业用工制度的对策建议，以实现职工与国有企业的共赢。通过研究，本文得出如下结论：第一，中国国有企业用工制度是国有企业改革的重要一环。在加快经济发展方式转变及推进国有企业深化改革的关键时期，一定要重视用工制度。政府和企业要加大研究与改革力度，真正地推进国有企业用工制度改革。经过长期的理论与实践摸索，中国找到了国有企业用工制度改革的方向及目标——市场化。第二，制度经济学理论是研究国有企业用工制度的有效工具。国有企业是一种特殊的产权结构组织，其用工制度是制度安排与制度结构的结合体。产权理论、交易成本理论、制度变迁理论等制度经济学理论能够为国有企业用工制度研究提供有效的方法和工具，有助于我们深入地发现和解决问题。第三，改革开放后，国有企业用工制度进行了激烈的变迁，取得了很大成绩。国家在推进国有企业用工制度改革时，采取了由点及面，由上而下，先试点后推广，由表及里，逐步推进的改革策略，以渐进式的制度变迁为主，而且进程也在不断加快。国有企业在激烈的国内外市场竞争中，也开始自觉地探索符合自身实际的用工模式。这些改革提高了国企职工的收入水平，增强了国有企业竞争力。第四，中国国有企业用工制度存在着一些问题，亟待解决。中国国有企业用工制度存在法制不健全，执行力度不够，薪酬制度缺乏激励且不公平；培训制度不健全，忽视职工民主参与权，用工文化缺失，凝聚力不够等问题。严重影响了国有企业人力资源的优化配置，不利于社会公平正义及企业内部和谐。究其原因，主要在于制度设计及实施成本高，劳动力市场不健全，产权不清，法人治理形式化，社会保障制度不健全等。第五，国外企业用工制度的有益经验值得中国国有企业借鉴。政府应构建公平、高效的劳动力市场；国有企业按照市场竞争要求自主地、灵活地制定用工形式；完善劳动立法，构建层次分明、耦合的劳动法律体系；完善社会保障制度，为国企用工制度转型提供制度保障；加大改革力度，持续改革，加强立法及转变政府职能，为工会及集体谈判提供一个良好的外部法制环境；实施物质激励与精神激励的有效结合；建立符合市场竞争要求的工资激励制度；采取渐进的制度变迁方式。第六，采取渐进式的变迁方式，采取多种灵活有效的方式协调好各方面的利益关系，稳步地推动市场化改革进程。从国家层面来讲，应当完善劳动法律体系，发展劳动力市场，转变政府职能，探索新型用工模式，完善职工权益保护制度。从企业层面讲，应当塑造以人为本的企业用工文化，完善职工培训机制，建立科学的薪酬体系，完善职工招聘制度。本文构建的国有企业用工制度理论体系，既是对已有研究成果不足的弥补，同时对社会主义市场经济建设及社会的公平正义具有十分积极的现实意义。但由于中国的用工制度一直处于变革当中，加之统计资料不全或口径不一致等问题，并受限于本人能力，可能使构建的理论体系及提出的对策建议存在一定的不足。更多还原

【Abstract】 Abstract: An efficiency employment system is closely related to the developmentdegree and sustainable growth of state-owned enterprises. Since reform andopening-up, our country has entered a profound changes period of economy andsociety. In the process we have gained experience and as well learned lessons. Areasonable system of employment is a crucial issue for an enterprise. Today labormarket is the most important part in recruitment, the changes are planning to market,permanent workers to contract workers. For some specific reasons there are someproblems in the employment system, and these are barriers to the enterprisesdevelopment, these are against the "modern enterprise system" we try to build. Somestate-owned enterprises have made some certain positive response and effectivemeasures on it. However they do not get noticeable result just because lacking ofscientific theoretical guidance.Based on the reasons above, this paper will take employment system instate-owned enterprise as the research subject, apply relevant theories in institutionaleconomics&labor economics. Take theoretical analysis and empirical analysis onemployment system in state-owned enterprise. Finally summing-up the differencebetween domestic and foreign enterprise. Taking transaction costs into account willstrengthening the research depth. This research is a development of human resourcemanagement theory. It is good for maintaining social harmony&justice, also theall-round development of social economy.This paper can be divided into six chapters. Details as Follows:Chapter1is the exordia Mainly about the research background and significance,then the research status domestic and foreign. Finally, the research methods, structure,innovation and deficiencies in the process.Chapter2is the theoretical basis of employment system in state-ownedenterprise. We take an general view on The related theory, find the guiding effect to this research.Chapter3is theoretical analysis of employment system in state-owned enterprise.This chapter is a theoretical analysis on employment system, and provide a theoreticalbasis for the system reform.Chapter4is mainly a review of the employment system changing course instate-owned enterprise, and the different characteristics under each historical period.Chapter5is drawing lessons from employment system in foreign enterprise.This chapter analyse employment system both in developed countries and developingcountries, Learn their experiences and avoid their mistakes. The research can help tobuild a effectiv&efficient employment system in state-owned enterprise under thebackground of economic globalization.Chapter6put forward countermeasures. On the basis of the above analysis putsforward countermeasures and suggestions to improve the employment system instate-owned enterprise, for the the ultimate benefit of the staff and enterprises.After the research we get the following conclusions:First, Employment system is an important part of the reform of state-ownedenterprises nowadays, especially in the critical period of deepening reform ofstate-owned enterprises. The government should intensify the research and reform.After a long period of search, China has found the direction of the employmentsystem reform in state-owned enterprise——marketization.Second, Institutional economics theory is the effective tool in the study ofemployment system in state-owned enterprise. State-owned enterprises is a specialkind of property right structure, the employment system is the combination of systemarrangement and system structure. Property rights theory, transaction cost theory andinstitutional change theory in institutional economics theory can provide effectivemethod for the research.Third, After the reform and opening up, the employment system in state-ownedenterprise has made an intense change and great achievements. The employmentsystem reform in state-owned enterprise starts from the gradual institutional change insmall area, while, in an accelerating process. In the fierce international marketcompetition state-owned enterprises also began to consciously explore suitableemployment pattern so as to raise the income level of the staff and enhance the competitiveness.Fourth, Yet some serious problems persist in he employment system instate-owned enterprise. imperfect legal system, lack of incentive compensation andtraining system, few employees’ democratic participation. Further more problemssuch as missing of employment culture is seriously affected the allocation of humanresources of state-owned enterprises. All these will conduct to social unequity andinjustice. Reasons mainly lies in the system design and high implementation costs, aswell as the defective social security system, etc.Fifth, The good experience of employment system in foreign state-ownedenterprise is worth learning. The government should build a fair and efficient labourmarkets; State-owned enterprises should set up a flexible forms of employmentindependently according to requirements of the market competition. The governmentshould strengthen labor legislation and bulid a more reasonable social security systemas a guarantee; Combining with the material incentive and spiritual incentive, to takea gradual way of institutional change.Sixth, Take a variety of flexible and effective way to coordinate the interest of allaspects, steadily promote the process of marketization reform. From the nationalperspective, bulid a more perfect labor legal system and develop a efficient labourmarket. From the enterprise perspective create human-oriented enterprise culture,improve the staff training mechanism, establish a scientific salary system, aiming atthe improvement of the employment system.The theory in this paper is a supplement and the consummation to the currentemployment system theories. At the same time the new theory have positive effect forthe fairness and justice of the socialist market economy construction and the wholesociety. The theory and specific proposals in this paper are far from perfect due to thechanges and reform of employment system is still undergoing. On the other handincomplete statistical data and different statistic method is an important factor. Lastlyis what I consider to the limitation of my personal ability.更多还原