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Industrial Relations of Japanese Companies in China

在华日本企业的劳资关系

基本信息

批准号：
15402029
负责人：
KASAHARA Kiyoshi
金额：
$ 7.17万
依托单位：
Rikkyo University
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (B)
财政年份：
2003
资助国家：
日本
起止时间：
2003 至 2006
项目状态：
已结题

来源：
https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-15402029/
关键词：
introduction of foreign capital Japanese management labor relations and industrial relations trade-union party organization corporate governance board-meeting 株式会社化

项目摘要

Until now Japanese companies in China continued to keep stable industrial relations but large scale labor conflicts and strikes in Guangzhou and Dalien have happened in spite of severe government efforts to check these kinds of movements.In this period, through the process of the strike, top management of the company understood that trade unions were "very cooperative" (12.8%) or "cooperative" (27.7%) to resolve the strike. In China, there it is common to find wildcat strikes and sabotage suddenly happening outside of the control of the trade union, and when they happen, trade unions and management jointly try to resolve the conflict and the strike. In this survey, 83% of the chairmen of the trade unions were higher and middle management class employees of the companies. Viewed from this point, there is no mechanism in China where the interests of the general workers can find expression through the trade union.Recently the Party and the government decided to establish party sections and committees even in foreign companies in China, in which certain members of the party were employed. Legally, party sections and committees have nothing to do with management, but, in reality, the secretariat of the party has much to do with negotiation with local governments and solving trouble in the company.From now, China will try to establish its own industrial models in a socialistic market economy, and it will be better for China to introduce a Japanese-style cooperative industrial model rather than and American or Western confrontational industrial relations style. Especially, common sharing of information before meetings; joint efforts to maintain employment; and fair distribution of profits are Japanese style customs and systems which will be very important and helpful for China.

迄今为止，在华日资企业的劳资关系一直保持稳定，但在广州、大连等地，尽管政府采取了严厉的措施，但仍发生了大规模的劳资冲突和罢工。在这一时期，通过罢工的过程，公司高层管理人员理解工会在解决罢工问题上“非常合作”（12.8%）或“合作”（27.7%）。在中国，工会控制之外突然发生的罢工和破坏活动是很常见的，当它们发生时，工会和管理层共同努力解决冲突和罢工。在这次调查中，83%的工会主席是公司的高层和中层管理人员。从这一点看，中国没有工会来代表工人群众利益的机制。最近，党和政府决定，即使在中国的外国公司也要建立党支部和党委员会，其中也有一定的党员。从法律上讲，党支部和党委与管理无关，但实际上，党的秘书处与地方政府谈判和解决公司问题有很大关系。从现在起，中国将尝试建立自己的工业模式，在社会主义市场经济中，中国最好引进日本式的合作型产业关系模式，而不是美国或西方的对抗型产业关系模式。特别是会前信息共享、共同努力维持就业、公平分配利润等日本式的习俗和制度，对中国将非常重要和有益。