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论文编号：	571
作者编号：	2120062111
上传时间：	2008/6/19 22:57:51
中文题目：	美日德集体谈判制度的比较研究
英文题目：	A Comparative Study on Collect
指导老师：	崔勋
中文关键字：	集体谈判;美日德集体谈判制度;劳
英文关键字：	Collective bargaining;Collecti
中文摘要：	随着社会主义市场经济的发展，我国劳动关系已从个别发展到集体劳动关系的调整阶段，集体劳动关系是否协调已成为调整劳动关系的关键问题。当前，劳动关系调整的市场化使得劳动就业、劳动报酬、劳动保护等方面的矛盾变得更加复杂化，已成为我国经济发展过程中一个不可回避的重大课题和敏感社会问题，从而使得劳动关系模式研究和探索劳动关系良性发展的途径和办法更为必要，人力资源管理作为劳动关系的调整模式之一已不足以解决一切问题，尤其是在集体管理上的缺陷，而集体谈判作为劳动关系运行系统中关于解决集体问题的一个变量以及实现合作性劳动关系的重要手段，其研究的必要性也大大提高，它从另一个角度与人力资源管理共同构成劳动关系的不同调整方法。 西方学者对集体谈判已经展开了深入研究，希望对其他国家有所指导意义，但不同国家，集体谈判模式有较大差异，在这种差异化背景下，从理论上去借鉴单一国家的集体谈判经验并不足以指导实践，因此，需要在整个劳动关系系统下比较一些典型国家的集体谈判模式，通过这种比较研究，异中求同，找出更适合中国劳动关系模式下的集体谈判路径。另外，国内关于各国集体谈判制度的独立研究较多，但在统一框架下的比较研究几乎没有。 本研究试图构建美日德集体谈判制度的比较研究框架，分析异同及可借鉴之处。论文开篇首先对选题背景、目的和意义、研究方法和框架思路进行了分析。接着对与论文主题相关的研究领域进行了回顾为本文比较研究框架提供理论依据。接下来，在上述理论研究的基础上，通过对我国集体谈判制度现存问题的研究为本文研究框架提供了实践依据。本研究的核心部分在于在此分析框架内，通过进一步总结国外实证研究资料及国内相关著作，对美国、日本、德国集体谈判环境、谈判主体、谈判结构、程序和内容、争议处理方式等典型特征上的异同进行比较。在此基础上，本研究对三国模式进行归纳总结，然后从动态的角度，对这些模式在不同的时期和不同的环境下，不同行为主体做出的不同谈判选择策略所带来的不同效果进行分析，最后综合上述研究，提出我国政府在劳动关系调整政策上应实现以集体谈判为核心的转变，对于如何实施这种转变，本研究通过借鉴三国模式的经验提出了相关对策建议。
英文摘要：	With the development of the socialist market economy, the labor relations in China have transferred from individual to collective labor relations and whether the collective labor relations coordinate has become the key issue in the adjustment of the labor relations. At present, the marketing of the labor relations adjustment makes the employment, remuneration for labor, labor protection, and other aspects of the contradictions become more complex, which has become an unavoidable problem and sensitive social issue in China's economic development. In this background, it is more necessary to explore the labor relations model and research the sound development channels of labor relations. However, as one of the adjustment system of labor relations, it is not enough for human resources management to solve all problems, especially in the collective management. So as an important variable in the labor relations system, the necessity to study collective bargaining is greatly enhanced. Western scholars have done in-depth research on collective bargaining in order to have great significance to other countries, but in different countries, the mode of collective bargaining has great differences, so it’s not enough to guide practice for us to learn from a single country perspective, and we need to conduct a comparative study on collective bargaining in some typical countries. Because the research on the typical pattern, and summary of China's collective bargaining model are more meaningful. In addition, there are many independent studies on this topic without specific and unified research framework, and some present framework just focuses on collective bargaining itself without reference to some relevant variables in the whole labor relations System. This study aims to build a framework for the comparative study on the collective bargaining in America, Japan and Germany to analyze the similarities and differences and makes up for the domestic research gaps. Firstly, we recall the theoretical model by reviewing the existing literature and writings, and also sum up the relevant variables of collective bargaining in conjunction with the conclusion of the academic research at abroad; Then in order to better explain the choice of the three countries in four dimensions, this paper analyzes the existing problems in our current collective bargaining system. On this basis, we construct the analytical framework of this comparative study. The analytical dimensions refer to the environment including the historical, economical, political and cultural environment, trade unions including the trade union structure and composition, functions, the collective bargaining including the grade and agents of the collective bargaining, the form and process of negotiations and content, and outcome performances. Then, within the framework, this paper summarizes the country-specific modes through further research, which emphasizes the similarities and differences in all typical characteristics. In terms of the conclusion of the comparative study, this paper argues the valuable references to China's collective bargaining. In the final part, we will discuss the findings of the comparative study and further analyze the causes for the differences so that we can put forward available collective bargaining proposals to resolve the existing problems in China’s collective bargaining system.
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