The Erosion of the German System of Industrial Relations
The Erosion of the German System of Industrial Relations
复制标题
德国劳资关系体系的侵蚀
DOI：
10.1111/1467-8543.00138
复制
发表时间：
1999
影响因子：
2.6
通讯作者：
Anke Hassel
中科院分区：
文献类型：
--
作者：
Anke Hassel
本文通过分析共同决策和集体谈判制度，评估了德国劳资关系体系当前的变革轨迹。它认为，两个并行的发展破坏了德国模式的制度稳定性。首先，作为其过去成功前提的德国劳资关系体系的制度基础在过去二十年中一直在萎缩。这是由于两个主要劳资关系机构的覆盖范围下降：劳资委员会制度和工资协议。如今，只有不到 15% 的德国工厂同时受到有效的集体协议和劳资委员会的保护。其次，集体谈判中不断增加的权力下放压力往往会破坏共同决策和集体谈判之间的分工。德国劳资关系机构的制度侵蚀和集体谈判的去中心化扰乱了宏观经济指导能力和合作性工作场所劳资关系之间中介过程的微调。德国统一的影响加剧了这种趋势。德国劳资关系体系当前的制度发展让人对合作现代化成功模式的未来产生严重怀疑。
The paper assesses current trajectories of change in the German system of industrial relations by analysing the co-determination and collective bargaining systems. It argues that two parallel developments undermine the institutional stability of the German model. First, the institutional base of the German industrial relations system, which has served as the precondition of its past success, has been shrinking during the last two decades. This is due to a decline in coverage by the two major industrial relations institutions: the works council system and wage agreements. Today fewer than 15 per cent of German plants are covered by both a valid collective agreement and a works council. Second, increasing decentralization pressures within collective bargaining tend to undermine the division of labour between co-determination and collective bargaining. The dynamics of an institutional erosion of the German industrial relations institutions and the decentralization of collective bargaining disturbs the fine-tuning of the mediating process between macroeconomic steering capacity and co-operative workplace industrial relations. This tendency has been aggravated by the effects of German unification. The current institutional developments of the German industrial relations system leave serious doubts about the future of a successful model of co-operative modernization.