A Comparative Study on the Collective Industrial Relations of Japanese-, Us-, and European-affiliated Companies in China

中国劳动用工制度的改革，促使企业推行绩效工资制的人事管理和员工流动。最终，它们通过使人力资源和组织充满活力，导致了最近的高速经济增长。另一方面，也诱发了“收入差距”问题，增加了劳资纠纷或罢工。面对上述情况，中国政府（共产党）于2001年修订了《工会法》。他们热衷于通过强制成立工会、推进平等协商制度、加强集体合同等条款来稳定劳资关系。因此，基层工会和集体合同的数量急剧增加。而根据笔者（古泽）进行的问卷调查发现，在日关联企业对新《工会法》的反应更积极 ...更多信息 但是，日本企业也面临着以下挑战：第一，日本企业的劳资关系似乎具有“政府（政党）赋予”的特征。例如，他们的集体合同是出于外部政治意图而签订的，而不是每个公司的需要。管理层与工会之间有日常沟通制度的公司比例相对较小。这些都是不利于工会“宏观杠杆”繁荣的矛盾事实。二是管理层和工会的立场没有明确区分。在许多情况下，工会主席并不是全职工作，这意味着管理者经常兼任工会主席。第三，工会没有有效地发挥作用，以防止劳资纠纷或罢工。最后，我们要关注的是工会如何处理他们的“双重责任”。少

The reform of employment systems in China has encouraged companies to promote the pay-for-performance-style personnel management and the mobility of the employees. Ultimately, they have led to the recent high-speed economic growth by bringing in vitalization of human resources and organizations. On the other hand, they have also induced "income difference" issues and increased labor disputes or strikes.Facing the situation mentioned above, Chinese government (Communist Party) revised "Trade Union Law" in 2001. They are keen on stabilizing industrial relations by the articles of mandatory setups of trade unions, promotion of equal consultation system, and enhancement of collective contracts. As a result, the numbers of basic-level trade unions and collective contracts have been increasing dramatically. And according to the questionnaire survey conducted by the author (Furusawa), it has been found that the Japanese-affiliated companies are responding to the new "Trade Union Law" more pos … More itively than their U.S.counterparts.However, we can point out the following challenges of the Japanese-affiliated companies.First, their industrial relations seem to have "given-from-the-government (party)" characteristics. For example, their collective contracts were signed due to the outside political intention, not the necessities of each company. And the proportion of companies which have the daily communication system between management and trade unions is relatively small. These represent contradictory facts against "macro-lever" prosperity of trade unions.Second, we can not find clear-cut differentiation of the positions between management and trade unions. In many cases, the chairmen of trade unions do not work full-time, which means the managers often serve concurrently as trade union chairmen.Third, trade unions do not function effectively enough to prevent labor disputes or strikes. And they do not seem to play active roles to solve such troubles.Finally, we have to attend to how trade unions are going to handle their "dual responsibilities". Less