摘要
受非政府主体功能弱化、政府治理行为的偏差、劳资力量对比失衡多重因素的叠加影响与共同作用,我国非公企业劳资冲突治理陷入困境。形势的发展迫切需要将政府部门之外的治理主体——社会组织引入劳资冲突治理的过程,推动形成政府部门与社会力量"协同共治"格局,进而有效地预防并化解劳资矛盾。实践表明,对劳资冲突进行治理,需要秉承"全程管理"理念,构建一套涵盖劳资冲突事前预防、事中管控、事后跟踪诸环节的治理框架,实现社会组织的全程参与。
Influenced by the weakening of the function of non-government bodies, the bias of government governance,and the imbalance of labor power. The government of labor conflicts in China＇s non-public enterprises is in a dilemma. The situation urgently needs to introduce the main body outside the government department--the society organizations into the process of the government of labor conflicts to promote the formation of ＂Co-governance＂between government departments and social force, so as to effectively prevent and resolve labor conflicts. The practice shows that the government of labor conflicts requires adhering to the concept of ＂whole-course administration＂, and constructing a set of governance framework which covers the prevention beforehand, the control in the affairs and the follow-up of labor conflicts, so as to realize the whole process of society organizations participation.
出处
《重庆社会科学》
CSSCI
2017年第10期47-53,共7页
Chongqing Social Sciences
基金
2015年国家社科基金一般项目"转型期社会组织对劳资关系调整的作用和参与机制研究"(批准号:15BSH049)
2016年浙江省大学生科技创新活动计划(新苗人才计划)项目"社会组织在劳资冲突治理中的角色和作用研究--以非公企业工会为例"(批准号:2016R403066)
关键词
社会组织
非公有制企业
劳资冲突治理
society organizations, non-public enterprises, government of labor conflicts
