成都市民營(yíng)企業(yè)和諧勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)體系研究
發(fā)布時(shí)間：2018-08-11 20:53
【摘要】：勞動(dòng)關(guān)系是影響企業(yè)的勞動(dòng)生產(chǎn)率、成本和利潤(rùn)的重要因素,也是影響國(guó)家經(jīng)濟(jì)發(fā)展的重要因素之一。作為最普遍的社會(huì)關(guān)系,和諧的勞動(dòng)關(guān)系是和諧社會(huì)運(yùn)行的基礎(chǔ),勞動(dòng)關(guān)系和諧與否將直接關(guān)系到我國(guó)“社會(huì)主義和諧社會(huì)”建設(shè)的進(jìn)程。 經(jīng)濟(jì)體制轉(zhuǎn)型以來(lái),民營(yíng)經(jīng)濟(jì)快速發(fā)展。民營(yíng)企業(yè)拉動(dòng)經(jīng)濟(jì)的增長(zhǎng)的同時(shí),還肩負(fù)起吸收就業(yè)的重任。截止2012年底,全國(guó)民營(yíng)企業(yè)從業(yè)人員達(dá)到12138.8萬(wàn)人次,占我城鎮(zhèn)人就業(yè)人口的45.7%�？梢哉f(shuō),民營(yíng)企業(yè)勞動(dòng)關(guān)系的穩(wěn)定即是社會(huì)穩(wěn)定的基石。 然而近年來(lái),我國(guó)勞動(dòng)關(guān)系問(wèn)題凸顯,勞動(dòng)爭(zhēng)議數(shù)量不斷攀升,且爭(zhēng)議主要集中在民營(yíng)企業(yè)。2011年成都市勞動(dòng)仲裁受理勞動(dòng)爭(zhēng)議案件2330件,其中民營(yíng)企業(yè)勞動(dòng)爭(zhēng)議案件1757件,占成都市勞動(dòng)爭(zhēng)議案件總數(shù)75.41%。由于民營(yíng)企業(yè)就業(yè)人數(shù)量巨大,勞資糾紛不僅可能損害勞動(dòng)者或企業(yè)家的利益,制約社會(huì)經(jīng)濟(jì)的發(fā)展,嚴(yán)重的還可能造成社會(huì)動(dòng)亂不安,影響社會(huì)的和諧運(yùn)行。 本文梳理了國(guó)內(nèi)外學(xué)者對(duì)民營(yíng)企業(yè)、和諧勞動(dòng)關(guān)系以及勞動(dòng)關(guān)系評(píng)價(jià)的研究,結(jié)合成都市當(dāng)前經(jīng)濟(jì)發(fā)展情況和民營(yíng)企業(yè)勞動(dòng)關(guān)系狀況,分析影響成都市民營(yíng)企業(yè)勞動(dòng)關(guān)系的因素,通過(guò)訪談以及發(fā)放問(wèn)卷的形式獲取影響因素重要程度,并通過(guò)隸屬度、相關(guān)分析等方法篩選評(píng)價(jià)指標(biāo),用層次分析法確定指標(biāo)權(quán)重,從而建立一套科學(xué)有效的成都市民營(yíng)企業(yè)和諧勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)體系。 在探索和構(gòu)建成都市民營(yíng)企業(yè)和諧勞動(dòng)關(guān)系指標(biāo)的過(guò)程中,本文主要采用三種研究方法。一是文獻(xiàn)研究,通過(guò)閱讀西南財(cái)經(jīng)大學(xué)圖書館相關(guān)資料、CNKI數(shù)據(jù)庫(kù)、萬(wàn)方數(shù)據(jù)庫(kù)以及成都市政府及工會(huì)相關(guān)文件,了解民營(yíng)企業(yè)勞動(dòng)關(guān)系研究的相關(guān)資料。二是訪談、問(wèn)卷調(diào)查,通過(guò)專家訪談以及問(wèn)卷調(diào)查對(duì)指標(biāo)進(jìn)行再篩選,確保評(píng)價(jià)指標(biāo)的合理性。三是統(tǒng)計(jì)分析,將訪談和問(wèn)卷調(diào)查的數(shù)據(jù)通過(guò)SPSS1.3、EXCEL、matlab等工具進(jìn)行統(tǒng)計(jì)處理。具體方法包括隸屬度法、相關(guān)分析法、層次分析法等。 通過(guò)上述研究過(guò)程,本文得出以下結(jié)論： 1.通過(guò)成都市外部環(huán)境分析得出以下結(jié)論：勞動(dòng)報(bào)酬產(chǎn)生的勞動(dòng)爭(zhēng)議是當(dāng)前勞動(dòng)關(guān)系的較為突出問(wèn)題；勞動(dòng)保障制度不完善；就業(yè)形勢(shì)相對(duì)穩(wěn)定,勞動(dòng)力任是弱勢(shì)群體；勞動(dòng)爭(zhēng)議集中在民營(yíng)企業(yè),且勞動(dòng)者申訴案居多等。 2.結(jié)合文獻(xiàn)分析、桑德沃模型分析及四川省“十條”等分析,構(gòu)建出以勞動(dòng)合同簽訂情況、薪酬福利滿意度、崗位和工作環(huán)境情況、企業(yè)經(jīng)營(yíng)管理情況、工會(huì)運(yùn)作和民主參與情況、勞動(dòng)爭(zhēng)議情況、員工個(gè)人發(fā)展情況七個(gè)勞動(dòng)關(guān)系影響因素為基礎(chǔ)的和諧勞動(dòng)關(guān)系模型,并據(jù)此選擇勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)。 3.通過(guò)隸屬度分析、相關(guān)性分析篩選了共30個(gè)勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo),并通過(guò)層次分析法確定了評(píng)價(jià)指標(biāo)的權(quán)重。 本文基本框架如下： 第一章：緒論。介紹選題背景、研究目的及意義、研究?jī)?nèi)容及方法。 第二章：相關(guān)概念及理論研究綜述。本章主要闡述3個(gè)方面的內(nèi)容：1.相關(guān)概念的界定,包括民營(yíng)企業(yè)、勞動(dòng)關(guān)系及和諧勞動(dòng)關(guān)系；2.對(duì)勞動(dòng)關(guān)系理論流派的梳理；3.勞動(dòng)關(guān)系評(píng)價(jià)研究的歸納和總結(jié)。 第三章：成都市民營(yíng)企業(yè)現(xiàn)狀分析。分析成都市相關(guān)經(jīng)濟(jì)及所轄范圍內(nèi)民營(yíng)企業(yè)情況,為制定具有針對(duì)性的評(píng)價(jià)指標(biāo)做準(zhǔn)備。 第四章：成都市民營(yíng)企業(yè)勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)設(shè)計(jì)。本章介紹了評(píng)價(jià)指標(biāo)設(shè)計(jì)的原理和流程：根據(jù)已有文獻(xiàn)以及成都市民營(yíng)企業(yè)勞動(dòng)關(guān)系外部特征,構(gòu)建成都市民營(yíng)企業(yè)和諧勞動(dòng)關(guān)系評(píng)價(jià)模型；通過(guò)隸屬度分析以及相關(guān)性分析,確定成都市民營(yíng)企業(yè)和諧勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)；對(duì)評(píng)價(jià)指標(biāo)體系權(quán)重的確定采用層次分析法,最終得到一套具有針對(duì)性、易操作、系統(tǒng)的和諧勞動(dòng)關(guān)系評(píng)價(jià)體系。 第五章：成都市民營(yíng)企業(yè)和諧勞動(dòng)關(guān)系評(píng)價(jià)指標(biāo)體系應(yīng)用。對(duì)本文之前制定的評(píng)價(jià)指標(biāo)體系的應(yīng)用做具體說(shuō)明。 第六章：結(jié)語(yǔ)�？偨Y(jié)全文,并對(duì)后續(xù)研究方向和本文的改進(jìn)提出建議。
[Abstract]:Labor relationship is an important factor affecting the productivity, cost and profit of enterprises, and also one of the important factors affecting the economic development of a country. Process.
Since the transformation of the economic system, the private economy has developed rapidly. Private enterprises, while stimulating economic growth, have shouldered the responsibility of absorbing employment. By the end of 2012, the number of employees in private enterprises in China had reached 11.388 million, accounting for 45.7% of the urban employment population. It can be said that the stability of labor relations in private enterprises is social stability. The cornerstone.
However, in recent years, China's labor relations problems have become prominent, the number of labor disputes has been rising, and the disputes are mainly concentrated in private enterprises. In 2011, Chengdu Labor Arbitration accepted 2330 labor disputes, including 1757 labor disputes by private enterprises, accounting for 75.41% of the total labor disputes in Chengdu. Large, labor disputes may not only harm the interests of workers or entrepreneurs, restrict the development of social economy, serious social unrest may also cause social unrest, affecting the harmonious operation of society.
This paper combs the domestic and foreign scholars on private enterprises, harmonious labor relations and evaluation of labor relations, combined with the current economic development in Chengdu and the labor relations of private enterprises, analysis of the factors affecting the labor relations of private enterprises in Chengdu, through interviews and questionnaires to obtain the importance of the factors, and Through the methods of membership degree and correlation analysis, the evaluation indexes are selected, and the weight of the indexes is determined by AHP, so as to establish a scientific and effective evaluation index system of harmonious labor relations in Chengdu private enterprises.
In the process of exploring and constructing the harmonious labor relations index of private enterprises in Chengdu, this paper mainly adopts three research methods. First, literature research, through reading the relevant materials of the library of Southwest University of Finance and Economics, CNKI database, Wanfang database and relevant documents of Chengdu municipal government and trade union, to understand the relationship between private enterprises and labor relations. Second, interviews, questionnaires, expert interviews and questionnaires to re-screen the indicators to ensure the rationality of the evaluation indicators. Third, statistical analysis, interviews and questionnaire survey data through SPSS1.3, EXCEL, MATLAB and other tools for statistical processing.
Through the above research process, the following conclusions can be drawn:
1. Through the analysis of Chengdu's external environment, the following conclusions are drawn: labor disputes arising from labor remuneration are prominent problems in current labor relations; labor security system is imperfect; the employment situation is relatively stable, and the labor force is a vulnerable group; labor disputes are concentrated in private enterprises, and the number of labor complaints is high.
2. Combining with literature analysis, Sanderworth model analysis and Sichuan Province "Ten Articles" analysis, seven influencing factors of labor relations, including labor contract signing, salary and welfare satisfaction, position and working environment, enterprise management, trade union operation and democratic participation, labor disputes and personal development of employees, are constructed. Based on the model of harmonious labor relations, we choose the evaluation index of labor relations.
3. Through membership analysis, correlation analysis screened a total of 30 Labor Relations Evaluation indicators, and determined the weight of the evaluation indicators through the analytic hierarchy process.
The basic framework of this paper is as follows:
Chapter 1: introduction, introducing the background, purpose and significance, contents and methods of the research.
Chapter 2: Relevant concepts and theoretical research overview. This chapter mainly elaborates three aspects: 1. Definition of related concepts, including private enterprises, labor relations and harmonious labor relations; 2. Review of labor relations theoretical schools; 3. Summarization and summary of Labor Relations Evaluation research.
Chapter 3: Chengdu private enterprises status analysis, analysis of Chengdu's related economy and private enterprises within the scope of its jurisdiction, in order to prepare for the formulation of targeted evaluation indicators.
Chapter Four: The evaluation index design of Chengdu private enterprises'labor relations. This chapter introduces the principle and process of the evaluation index design. According to the existing literature and the external characteristics of Chengdu private enterprises' labor relations, it constructs the evaluation model of Chengdu private enterprises'harmonious labor relations, and determines the evaluation model through the analysis of membership degree and correlation. Chengdu Private Enterprises Harmonious Labor Relations Evaluation index; the weight of the evaluation index system to determine the use of analytic hierarchy process, and ultimately a set of targeted, easy to operate, systematic evaluation system of harmonious labor relations.
Chapter five: The application of the evaluation index system of harmonious labor relations in Chengdu private enterprises.
The sixth chapter: conclusion. Summarize the full text, and make suggestions for future research direction and improvement of this article.
【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F276.5;F249.26
本文編號(hào)：2178209
[Abstract]:Labor relationship is an important factor affecting the productivity, cost and profit of enterprises, and also one of the important factors affecting the economic development of a country. Process.
Since the transformation of the economic system, the private economy has developed rapidly. Private enterprises, while stimulating economic growth, have shouldered the responsibility of absorbing employment. By the end of 2012, the number of employees in private enterprises in China had reached 11.388 million, accounting for 45.7% of the urban employment population. It can be said that the stability of labor relations in private enterprises is social stability. The cornerstone.
However, in recent years, China's labor relations problems have become prominent, the number of labor disputes has been rising, and the disputes are mainly concentrated in private enterprises. In 2011, Chengdu Labor Arbitration accepted 2330 labor disputes, including 1757 labor disputes by private enterprises, accounting for 75.41% of the total labor disputes in Chengdu. Large, labor disputes may not only harm the interests of workers or entrepreneurs, restrict the development of social economy, serious social unrest may also cause social unrest, affecting the harmonious operation of society.
This paper combs the domestic and foreign scholars on private enterprises, harmonious labor relations and evaluation of labor relations, combined with the current economic development in Chengdu and the labor relations of private enterprises, analysis of the factors affecting the labor relations of private enterprises in Chengdu, through interviews and questionnaires to obtain the importance of the factors, and Through the methods of membership degree and correlation analysis, the evaluation indexes are selected, and the weight of the indexes is determined by AHP, so as to establish a scientific and effective evaluation index system of harmonious labor relations in Chengdu private enterprises.
In the process of exploring and constructing the harmonious labor relations index of private enterprises in Chengdu, this paper mainly adopts three research methods. First, literature research, through reading the relevant materials of the library of Southwest University of Finance and Economics, CNKI database, Wanfang database and relevant documents of Chengdu municipal government and trade union, to understand the relationship between private enterprises and labor relations. Second, interviews, questionnaires, expert interviews and questionnaires to re-screen the indicators to ensure the rationality of the evaluation indicators. Third, statistical analysis, interviews and questionnaire survey data through SPSS1.3, EXCEL, MATLAB and other tools for statistical processing.
Through the above research process, the following conclusions can be drawn:
1. Through the analysis of Chengdu's external environment, the following conclusions are drawn: labor disputes arising from labor remuneration are prominent problems in current labor relations; labor security system is imperfect; the employment situation is relatively stable, and the labor force is a vulnerable group; labor disputes are concentrated in private enterprises, and the number of labor complaints is high.
2. Combining with literature analysis, Sanderworth model analysis and Sichuan Province "Ten Articles" analysis, seven influencing factors of labor relations, including labor contract signing, salary and welfare satisfaction, position and working environment, enterprise management, trade union operation and democratic participation, labor disputes and personal development of employees, are constructed. Based on the model of harmonious labor relations, we choose the evaluation index of labor relations.
3. Through membership analysis, correlation analysis screened a total of 30 Labor Relations Evaluation indicators, and determined the weight of the evaluation indicators through the analytic hierarchy process.
The basic framework of this paper is as follows:
Chapter 1: introduction, introducing the background, purpose and significance, contents and methods of the research.
Chapter 2: Relevant concepts and theoretical research overview. This chapter mainly elaborates three aspects: 1. Definition of related concepts, including private enterprises, labor relations and harmonious labor relations; 2. Review of labor relations theoretical schools; 3. Summarization and summary of Labor Relations Evaluation research.
Chapter 3: Chengdu private enterprises status analysis, analysis of Chengdu's related economy and private enterprises within the scope of its jurisdiction, in order to prepare for the formulation of targeted evaluation indicators.
Chapter Four: The evaluation index design of Chengdu private enterprises'labor relations. This chapter introduces the principle and process of the evaluation index design. According to the existing literature and the external characteristics of Chengdu private enterprises' labor relations, it constructs the evaluation model of Chengdu private enterprises'harmonious labor relations, and determines the evaluation model through the analysis of membership degree and correlation. Chengdu Private Enterprises Harmonious Labor Relations Evaluation index; the weight of the evaluation index system to determine the use of analytic hierarchy process, and ultimately a set of targeted, easy to operate, systematic evaluation system of harmonious labor relations.
Chapter five: The application of the evaluation index system of harmonious labor relations in Chengdu private enterprises.
The sixth chapter: conclusion. Summarize the full text, and make suggestions for future research direction and improvement of this article.
【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F276.5;F249.26
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