Study On The3^rd Shenxin Factory Labor-Management Cooperation （1922-1937）

In resent years, the academic circle concerns Labor relations increasingly.From previous studies, the academic circle’s research stress to the class struggle and the labor disputes, discussing labor-management cooperation is not enough. Labor-management cooperation is widely recognized in the Republic of China. Both the government and the enterprise have the relevant claims. But there is no in-depth study about the labor-management cooperation. This paper investigates the3rd shenxin factory with a good relationship between the enterprise and the labor, hoping to change the opinion that both employers and employees always in confrontation and tension. In the same time, I’ll explore the ways and means of labor-management cooperation of the Republic of China.This article is based on the fact of various labor relationship caused by the change of management in the3rd shenxin factory, extend the research through the point of industrial sociology and industrial psychology.I apply for the labor relations inspection period of the3rd shenxin factory from1922to1937. In the past15years, the3rd shenxin factory broke out4times labor disputes because of the scientific management reform. When the3rd shenxin factory attempted to repeal the original foreman system, the foreman and workers went on strike. The foreman’s role affected the labor relations. With this in mind, the employers slowed down the pace of reform and made the new workers to complete the reform. Since1928the employers began to build Developing-school including the staff school, the women school and the mechanic school which trained a group of educated and skilled workers. New workers agreed the management and affected the original workers contented with work. The disputes reduced obviously. In1926, the3rd shenxin factory factory began to build the labor autonomous region that had made significant achievements in terms of labor education, labor welfare and corporate culture construction, causing great repercussions in the community, leading to a number of enterprise reform. Creating a unique corporate culture and providing substantial benefits for workers, the labor autonomous regions not only apply for the factory greater economic benefits, but also win the workers’identity.Through the investigation of labor-management relationship in the3rd shenxin factory between1922and1937,1think labor-management cooperation advocated by the enterprise in Republic of China and the change of management deeply affected the labor-management relationship. The enterprise internal policy and environment has made a great contribution to the build of good labor-management relationship.