新时期我国劳动关系治理中的问题研究

A Study of Governance of Industrial Relations in China's Latest Transitional Stage

在我国劳工关系治理的三方协商机制中,政府以行政干预的方式直接介入劳资双方的关系,在工会缺位和工人权益严重缺失的转型初期是必要的。随着转型的深入,劳动关系治理出现新问题:(1)政府对劳动关系治理的强势干预,虽然提升了劳动者的市场地位,但在一定程度上"制造"劳资对立,劳资纠纷解决趋于"外部化";(2)体制内工会正在复苏维权功能,在工人集体抗争事件中催生出来的体制外工会,虽代表性强但组织脆弱且具有不可控风险,体制内和体制外工会具有互补性,因而存在合作空间;(3)新生代工人的集体维权意识和维权能力在理论分析和实践中都得到肯定,团结起来的工人群体有能力抗衡高度组织化的资本。因此,新时期政府应转变角色,基于充分赋权为劳资双方构建起平等、自主的互动机制。

In China,in the tripartite consultation mechanism of industrial relations governance,the government intervenes directly in the conflict between employers and employees in the way of administrative intervention,this is necessary at the early stage of the transition when there is a vacancy in the trade unions and a serious lack of workers' rights and interests.But,with the deepening of transformation,industrial relations have also made new progress: 1) In the governance of industrial relations,government's strong intervention enhances the workers' status in the market,however,to some extent,it does lead to the opposition of labor and capital.Moreover,the settlement of problems between labor and capital tends to "externalization"; 2) In-system trade unions are recovering rights protection,out-system trade unions which derive from the group struggles can be on behalf of workers,however,they are fragile and have uncontrollable risks.In-system and outsystem trade unions are complementary and therefore they can cooperate with each other; 3) In the theoretical analysis and practice,the awareness and ability of defending collective rights for the new generation of workers have been affirmed.What's more,the united workers have the power to resist the highly organized capital.Therefore,the government should establish an equal and independent interactive mechanism for both employers and employees through empowerment in China's latest transitional stage.