Research On Implementation&Evaluation And Innovation Of Labor-capital Relation Collective Negotiation System In China

Following with the gradually advance of reform and opening up policy and the continuous development of economic globalization, great changes have taken place in China’s labor relations, the labor-capital relation contradiction has become one of the main social contradictions. It is in this background, the collective consultation system is more and more becoming the focus of attention from all walks of life; at the same time, the theoretical research on collective bargaining for labor-capital relations have also received the attention of scholars both at home and abroad. Although systemic implementation of the collective bargaining system has a history of nearly20years in our country, yet the case for theoretical research is still quite insufficient. In view of this, the article follows the basic logic framework of "theory, motivation, behavior, performance, and improve", to explore the driving impetus of industrial relations system of collective bargaining in our country, reveal the way of transition and tendency of the system’s implementation in our country, demonstrate and validate the effect and the influencing factors of the system’s implementation. And, on the foundation of lessons drawing from foreign experiences, propose an effective strategy to stimulate the innovation and improvement of our collective bargaining system.(1) This paper built the dynamics model of "quick response of system demand and the maximization of harmonious relationship between the labor-capital and social". Based on the general analysis framework, the paper constructed the casual model of collective negotiation that impelled by the internal and external power, which uses institutional disequilibrium as directly inducement and uses labor and social relations harmony degree maximization as a fundamental driver. Further, the paper empirically evaluated and classified the importance degree of many dynamic factors by combining with the survey data and methods of fuzzy clustering analysis. Study shows that power from the government level ranks highest in the important degree of factors on the whole, and power from the management is relatively insufficient.(2) This paper analyzed the evolution and mechanism of the collective negotiation system. The paper divides the evolution and change of the collective negotiation system into two stages, which one of it is before the reform of market economic system and the other is associated with the reform process of market economic system. In these two stages, there are big differences among the structure, main body and content of collective bargaining, but the dominant of government has always been striking feature at various stages. The study finds that collective bargaining structure is evolved from enterprise collective bargaining to enterprise and regional industry collective negotiation; In terms of collective negotiation subjects, trade union organizations develop relatively quickly, the employers’ organization develop relatively slow, but in general they can’t satisfy the actual needs. The content of collective bargaining changed from the original labor remuneration, working time to one including labor remuneration, working hours, rest and vacation, insurance, welfare, labor safety and health, such as comprehensive content, and then gradually highlighted the wages. Research shows labor relations and the collective consultation system in running process can produce entropy increase because of the internal contradictions and conflicts, on the one hand we shall take effective measures to minimize the internal contradiction, conflict resolution; On the other hand, it is very necessary to introduce good external factors from the external environment which are beneficial to the orderly change and development of negative entropy flow.(3) The paper empirically analyzed the implement effect and influence factors of collective consultation system. First, it built the conceptual model which directly or indirectly affected by the labor, the management, government, external environment and the progress of negotiation effect through collective negotiation, and put forward several research assumptions; Second, based on the questionnaire survey, data collection and reliability and validity analysis, a number of assumptions are verified by using the structural equation model. Research shows that: the implementation effect of collective consultation system among the surveyed enterprises is generally at a lower level. The labor and the management, government, external environment directly influence the implementation effect of collective consultation and indirectly influence through negotiation progress. Negotiation progress has partial intermediary role.(4) Comparative analyses and enlightenment of collective bargaining system from western typical market economic countries. Research shows that all countries use collective negotiation system as effective coordination mechanism of establishing order of labor relations and maintaining harmony of labor relations; The government generally don’t interfere in specific collective bargaining process; In terms of structure, collective bargaining in most western market economy countries is complemented by the national level, industry or business, enterprise three levels; What particularly notable is that these countries have passed a law with specific provision about collective labor dispute and the handling of the strike. China should draw lessons from western countries, cultivate strong independent labor organizations, strengthen the construction of collective labor dispute processing system, actively perfect the collective negotiation laws and regulations, and correctly understand and give play to the role of the government.(5) The overall ideas and policy suggestions to promote our collective bargaining system innovation and improvement. On the basis of the empirical conclusion and the foreign experience revelation, the paper puts forward the general idea, basic principle and goal design of labor relations collective negotiation system innovation in China; Further, a series of specific policy recommendations are put forward from the management, workers, government, external environment.