【作者】 李红；

【导师】 谢玉华；

【作者基本信息】 湖南大学 ， 工商管理， 2017， 硕士

【摘要】 中国劳资集体协商由政府主导、自上而下推行,缺乏员工参与和企业工会职能的发挥,因而大多流于形式,而真正有价值的是在员工产生集体行动后进行的集体谈判。但企业员工集体行动大多是员工自发组织的,没有工会的参与,企业工会一直处于职能缺失或者角色冲突的尴尬境地。沃尔玛湖南常德店在2014年关店过程中发生了员工集体行动。企业工会积极动员、员工积极参与形成集体行动,进而启动劳资集体谈判。这是一个典型案例,提供了一个有研究价值的样本。因此,本文聚焦于沃尔玛常德店的案例情境,以心理契约和资源动员理论的视角,探索企业工会主导下的劳资集体谈判启动机制。中国集体谈判还处在发育期,不同于西方成熟期的集体谈判主要集中在谈判过程和策略的研究,中国集体谈判研究主要是对启动阶段的研究,但已有研究主要从宏观制度、法律、政策角度进行解读,鲜有从企业微观角度分析各方力量博弈的,更没有从员工心理行为变化的角度进行探究的。本文通过对沃尔玛常德店在企业工会领导下启动劳资集体谈判这一案例的微观透视,运用单案例研究方法和实地访谈、二手资料收集、扎根理论编码分析等数据收集和数据分析研究,建立基于心理契约和资源动员理论的劳资集体谈判启动机制理论模型。研究发现,工会主导的劳资集体谈判启动机制包括五个流程:企业工会积极分子集体意识的形成、内部组织动员、外部资源动员、员工集体行动形成与持续和资方态度行为转变。这五个流程相互作用、相互影响,经过多方的努力合作,促使劳资双方启动集体谈判。企业工会主导发起劳资集体谈判,是我国集体谈判的发展趋势,而转变企业工会职能是关键。在此基础上,建立企业劳资集体谈判机制解决劳资矛盾,于企业、员工、社会皆有益。更多还原

【Abstract】 Chinese labor collective bargaining becomes a formality mostly.Because it is dominated by the government,and lack of employee involvement and the function of enterprise trade union.The valuable collective bargaining comes from employees collective action.But employees collective action is mostly organized by the staff.The enterprise trade union is in a dilemma of role conflict.In 2014,Wal-Mart Hunan Changde shop occurred employee collective action in the process of store-closing.Because of the enterprise trade union’s active mobilization,and the employees’active participation,they formed collective action,and initiated collective bargaining.This case provides a valuable research sample.Therefore,we focus on the Wal-Mart Changde case situation,and use psychological contract and resource mobilization theory to explore the initiated mechanism of collective bargaining dominated by enterprise trade union.Different from the western mature collective bargaining,China’s collective bargaining is still in the primary stage.Western mature collective bargaining mainly concentrated on the bargaining process and strategy research,while China’s collective bargaining research mainly concentrated on the initiating stage.However,the existing study mainly research on macro system,law and policy,few research from the micro perspective of enterprise.We research about the precious case,and use single case study method,field interviews,secondary data collection and grounded theory coding analysis,and based on the theory of psychological contract and resource mobilization.Finally we set up the initiating mechanism of collective bargaining model.The study found that:the union-dominated collective bargaining initiating mechanism includes five processes:formation of the activists’ collective consciousness,internal organization mobilization,external resource mobilization,formation of staff collective action,and the management attitude behavior change.The five process interact with each other and prompt to initiate the collective bargaining to settlement labor dispute and reduce the cost of enterprise transformation and promote social stability.Using collective bargaining to solve labor disputes is good for enterprise,employees and the society.Especially during the changing period,using collective bargaining can protect labor rights,decrease the cost of enterprise transformation,and promote social stability.更多还原