Studies about the formation of co-determination system in Germany after the second world war.

本研究旨在追踪占领下西德共同决定权制度的形成过程。通过这样的研究，旨在阐明规范德国公司人事管理的劳资关系的特殊性。通常，德国的劳资关系的特点是公司和/或机构中的工会和劳资委员会共存。目前，这两个组织都扮演着共同的角色。但第二次世界大战后立即建立的工会委员会帮助重建工会，而在魏玛时期活跃的工会主义者不仅组织工会，还组织工会委员会。因此，这两个组织在占领下是密切相关的。战后，许多工会主义者打算立即组织一个以工会为基础的总工会。然而，与基督教工会合作组织的工会联合会，由于与工会的猜疑和政党之间的对立等原因与工会分离，一些工会要求参与管理决策，工作场所非军事化等，以批评纳粹政权。英国联军和公司接受了相对温和的工会要求，让工人参与管理决策，以保证管理控制的正当性，稳定公司的劳动关系。可以得出的结论是，在二战后德国工会主义地位直接发生变化的背景下，德国设立共同决定制度的目的是确保管理控制的正当性，并稳定公司的劳动关系。

The purpose of this study is to follow the formation process of co-determination system in West Germany under occupation. Through such a study I aim to clarify the particularity of industrial relations that regulate personnel management at the German companies.Generally industrial relations in Germany are characterized by a coexistence with industrial union and work council in companies and/or establishments. Currently both organizations share its role. But the work councils established immediately after the world war II help a reconstruction of trade unions, while unionists that are active in the Weimar period organized not only trade unions but also work councils. Therefore both organizations are close related together under occupation. Immediately after the war many unionists intended to organize a general union based on work councils. However a federation of labor unions is organized in cooperation with Christianity labor union, separating from work councils because of the suspicion with work councils and opposition between political parties etc.Some work councils was asking for the participation in managerial decision-making, denazification of work place and so on from criticism of Nazi-regime. The British Allied-Forces and companies accepted requests relatively moderate trade union and made the workers participate in managerial decision-making to guarantee the justification of management control and to stabile labor relations in company. It could be concluded that the purpose of co-determination system in Germany to ensure the justification of management control and to stabile labor relations in company against a background of changing status of German unionism directly after the world war II.