科学管理、劳资冲突与企业制度选择——以1930年代美亚织绸厂为个案

Scientific Management,Labor-capital Contradictions and Choice of Enterprise Systems-Focusing on Meiya Satin Weaving Factory in the 1930s

学界在讨论近代中国企业发展时,对1920年初开始兴起的"科学管理"常有乐观评价,它也常被视为一种单向的"管理现代化"过程。然而,从"科学管理"在近代中国的实践来看,当外在经营环境不佳、行业不景气、企业主开始缩减工薪时,这种管理制度因缺乏中间的缓冲环节,反倒成为导致劳资冲突发生的重要因素之一。1920年代成功采用科学管理的美亚织绸厂,在1934年爆发严重的罢工风潮后,重新选择传统的包机制来减轻成本与风险,这一案例说明,企业的制度选择有时未必是按照"现代化"的路径去单向进行的。

The academic circle tended to have optimistic evaluation towards the ' scientific management' appeared in the early 1920s.However,such kind of management system became a leading factor for the labor-capital contradictions when the industry was in trouble and entrepreneurs began to cut the pay.The example of Meiya Satin Weaving Factory tells us that sometimes enterprises don't necessarily have to follow the modernization rout.