SOCIAL CHANGE AND NATIONAL QUESTION IN EASTERN EUROPE

东欧的社会变革和民族问题

• 批准号: 11610182
• 负责人: ZAIKI Kazuo
• 金额: $ 2.3万
• 依托单位: Hiroshima University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 1999
• 资助国家: 日本
• 起止时间: 1999 至 2001
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-11610182/
• 关键词: Yugoslav Socialism; Titoism; National Question; ユーゴスラヴィア; チトーイズム; 労働者自主管理制度; クロアチア人; セルビア人; ムスリム人

After a clash with Stalin, Yugoslav Communist broke with Soviet model of Socialism and adopted a new type of socialist system. One of the basic institutions was workers' self-management system of the enterprise. In this system, workers council, elected by all employees, appointed the director of the enterprise and supervised management board.The significance of this system was that it facilitated employees to identify themselves strongly with the enterprise and thus enhanced their work morale. Moreover workers had a good opportunity to learn the operation of the firm through the participation in management. This was particularly important, because it transformed the employees of peasant origin into the real industrial workers.However, workers' self-management revealed its drawback in 1980s. The biggest problem was that workers wanted too much wage when they distributed the corporate income. The enterprise extended its business depending on a bank loan. Its source was foreign debt. Yugoslav economy fell into a crisis when they could not afford to reply a loan. The government printed money to make up for financial deficit and raised an enormous inflation.In the beginning of 1990s Yugoslav communist regime collapsed and ethnic conflicts followed all over the country. Workers self-management system disappeared. Nevertheless we must admit that it was a historical experiment of employees' participation in management.

在与斯大林发生冲突后，南斯拉夫共产党人打破了苏联的社会主义模式，采用了新型的社会主义制度。企业的职工自治制度是其基本制度之一。在这一制度中，由全体职工选举产生的职工理事会任命企业董事并监督管理委员会，其意义在于促进职工对企业的强烈认同，从而提高职工的工作士气。此外，工人有很好的机会通过参与管理来学习公司的运作。这一改革的意义尤其重大，因为它使农民工转变为真实的产业工人。最大的问题是，工人们在分配公司收入时要求的工资太高。这家企业依靠银行贷款扩大了业务。其来源是外债。南斯拉夫经济因无力偿还贷款而陷入危机。90年代初，南联盟共产党政权垮台，民族冲突此起彼伏。工人的自我管理制度消失了。但是，我们必须承认，这是一次员工参与管理的历史实验。

项目成果

材木 和雄: "広島県労働大学専門講座(第4章海外労働事情-世界の労働者意識・ユーゴスラヴィアの事例-)"広島県福山商工労政事務所. 78 (2000)

财木和夫：“广岛县劳动大学专门课程（第4章海外劳动状况-世界劳动意识/南斯拉夫案例）”广岛县福山工商劳动行政办公室78（2000）。

材木和雄: "浅野敏久,於保幸正,開發一郎,小島基、冨岡庄一,水羽信男(編)『異文化/I・BUNKA(21世紀の教養2)』第3部第9章「クロアチア人・セルビア人・ムスリム人の形成」"培風館. 296 (2000)

载木一雄：《浅野敏久、大穗幸政、甲斐真一郎、小岛肇、富冈翔一、水羽伸夫（编）《跨文化/I.BUNKA（21世纪文化2）》第3部分第9章“克罗地亚人”・塞尔维亚人和塞尔维亚人的形成穆斯林》百福刊296（2000）。

村木 和雄: "『異文化/I・BUNKA(21世紀の教養2)』第3部第9章「クロアチア人・セルビア人・ムスリム人の形成」"培風館. 296 (2000)

Kazuo Muraki：“‘多元化文化/I BUNKA（21 世纪教育 2）’第 3 部分第 9 章‘克罗地亚人、塞尔维亚人和穆斯林的形成’”Baifukan 296 (2000)。

Zaiki, Kazuo: "Yugoslav Workers and Participation Management"Hiroshima Workers' University Review. 59-79 (2000)

Zaiki Kazuo：“南斯拉夫工人与参与管理”广岛工人大学评论。

Zaiki, Kazuo: "Yugoslav Three Nations : Serb, Croat and Moslem"In Asano and others (ed.), IBUNKA 199-209, Baifukan. (2000)

Zaiki, Kazuo：“南斯拉夫三个民族：塞尔维亚人、克罗地亚人和穆斯林”，浅野等人（编辑），IBUNKA 199-209，Baifukan。