企业对待集体协商态度的实证分析及引导策略

Empirical Analysis and Guiding Strategies on the Attitude of Enterprises towards Collective Consultation

主流经济学派、人力资源管理学派、产业关系学派,都对企业抵制或积极对待协商的行为做出过理论解释。实践中,企业消极对待集体协商的原因有:认为工资集体协商与其他法律相抵触;认为劳动者权益已得到保护而集体协商不必要;认为企业成本将被加重;认为激励机制无需借助该制度;认为该制度对企业影响不大且缺乏评估机制。企业积极对待协商的原因有:企业自身具备民主管理理念;迫于回应政府和总工会开展集体协商的要求;申请实施某些制度的必备条件。企业消极态度多体现主流经济学派和人力资源管理学派的观点;政府和地方总工会对企业观念的引导主要体现了人力资源管理学派的观点。为实现企业态度的转变,可以保证法律一致性、完善法律法规的详细规定和执行力度、完善工资集体协议履行评估机制、调动劳动者积极性。

There are some theoretical explanation for the positive or negative behaviors of an enterprise towards consultation in mainstream economics school, human resource management school and industrial relations school. In practice, the reasons why enterprises treat collective consultation passively include that they believe collective consultation is in confict with other regulations, or workers＇ rights have been protected and collective bargaining is unnecessary, or enterprises costs will be increased, or the incentive mechanism does not need to resort to collective consultation, or it has little impact on enterprises and lacks an evaluation mechanism. Ont he other hand, the reasons why enterprises treat collective consultation actively include that the enterprise has the idea of democratic management; it is forced to respond to requests for collective consultations from government and federal trade unions; it is the requisite conditions for the application of certain mechanisms. The passive attitude of enterprises could mostly manifest the characteristics of the theory of mainstream economics school and human resource management school. The government and federal trade unions＇ guidance of the attitude of enterprise could be explained by the theory of human resource management school. In order to achieve the attitude transfer of enterprises, we can ensure the consistency of laws, perfect the detailed regulation and enforcement of laws and regulations, improve the evaluation mechanism of collective consultation of incomes, and arouse the enthusiasm of workers.