劳动争议处理模式:制度化还是非制度化?

Labor Dispute Resolution Mode:Institutionalized or Noninstitutionalized?

劳动争议处理得当与否直接关系到和谐稳定劳动关系的建立。本文利用中国雇主-雇员匹配数据追踪调查(2012年数据)探讨了劳动争议处理模式的影响因素。结果显示,企业工会和企业劳动争议调解委员会的设立有助于推动劳资争议通过制度化途径解决,特别是在推动劳动争议的调解、仲裁等方面;企业归属感越强的员工越倾向于选择协商、调解和工会维权等制度化途径来解决劳资争议,而选择非制度化途径的可能性越低。而建立基层工会参与的第三方调解机制有利于推动劳动争议的制度化处理。

Labor disputes handled properly or not directly relate to the establishment of harmonious and stable labor relations. This article presents the determinant of labor dispute resolution modes using the Employer-Employee matched data of China. The empirical results show that the establishment of the trade union and the enterprise labor dispute mediation committee can propel the labor dispute Resolution in institutionalized way, especially the usage of mediation and arbitration. The employees who possess belongingness are more inclined to choose institutional channels such as negotiation, mediation and, safeguarding fights through union to resolve labor dispute, lower the probability of selecting a non-institutionalized way. Third-party mediation mechanism established with grass-roots trade union participation is conducive to promoting the institutionalization of dealing with labor disputes.