【摘要】：我國(guó)正在構(gòu)建和諧的社會(huì)主義社會(huì)，勞動(dòng)關(guān)系作為社會(huì)經(jīng)濟(jì)生活中最基本、最重要的社會(huì)關(guān)系，它的穩(wěn)定與和諧關(guān)系到企業(yè)的可持續(xù)發(fā)展乃至整個(gè)社會(huì)的穩(wěn)定。因此，黨和政府始終高度重視和維護(hù)勞動(dòng)關(guān)系的穩(wěn)定和諧。傳統(tǒng)經(jīng)濟(jì)學(xué)以“理性經(jīng)濟(jì)人”的假設(shè)為前提，認(rèn)為單純追求個(gè)人利益最大化是經(jīng)濟(jì)活動(dòng)行為主體的最終目的，而收益分配是否公平卻不受關(guān)注，這在一定程度上強(qiáng)化了勞動(dòng)關(guān)系中的矛盾和沖突，不能作為構(gòu)建和諧勞動(dòng)關(guān)系的理論基礎(chǔ)。勞動(dòng)關(guān)系從根本上講是作為雇主的“資方”與作為雇員的“勞方”等各利益相關(guān)者之間的權(quán)利與義務(wù)安排，狹義上來(lái)說(shuō)，勞動(dòng)關(guān)系主要通過(guò)勞動(dòng)契約和心理契約的形式表現(xiàn)出來(lái)，效率與公平體現(xiàn)了勞資雙方不同的價(jià)值追求，實(shí)現(xiàn)二者的均衡是勞動(dòng)關(guān)系和諧發(fā)展的根本。 本文運(yùn)用問(wèn)卷調(diào)查、理論研究等方法，側(cè)重演繹與歸納、理論研究與實(shí)證研究的結(jié)合，在前人對(duì)公平偏好和勞動(dòng)關(guān)系的研究基礎(chǔ)上，首先以重慶市企業(yè)的問(wèn)卷調(diào)查數(shù)據(jù)分析了企業(yè)的勞動(dòng)關(guān)系現(xiàn)狀，其次在分析公平偏好改善企業(yè)勞動(dòng)關(guān)系的微觀機(jī)理時(shí)，基于行為經(jīng)濟(jì)學(xué)中的社會(huì)偏好理論模型，探討代理人存在公平偏好等非理性行為的勞動(dòng)契約模型與傳統(tǒng)委托代理模型中代理人純粹自利偏好的比較，，得出非理性心理在顯著改變激勵(lì)效率的同時(shí)也使委托人的收益增加，達(dá)到了帕累托改進(jìn)，揭示了公平偏好改善勞動(dòng)關(guān)系的微觀傳導(dǎo)機(jī)理，有助于緩和勞動(dòng)關(guān)系中存在的矛盾沖突，為構(gòu)建和諧勞動(dòng)關(guān)系提供了理論借鑒。在此基礎(chǔ)上，將心理契約作為中間變量，對(duì)公平偏好如何影響勞動(dòng)關(guān)系進(jìn)行實(shí)證檢驗(yàn)。研究結(jié)果表明，構(gòu)成員工公平偏好的追求公平的動(dòng)機(jī)和“公平性”行為可以顯著提高其與企業(yè)之間關(guān)系型心理契約和交易型心理契約的穩(wěn)定性，而心理契約的穩(wěn)定與和諧勞動(dòng)關(guān)系之間又存在顯著的正相關(guān)，因此說(shuō)明員工公平偏好對(duì)促進(jìn)企業(yè)勞動(dòng)關(guān)系的和諧。
[Abstract]:China is building a harmonious socialist society. As the most basic and important social relations in social and economic life, the stability and harmony of labor relations are related to the sustainable development of enterprises and even the stability of the whole society. Therefore, the Party and the government have always attached great importance to and maintain the stability and harmony of labor relations. On the premise of "rational economic man", traditional economics holds that the pursuit of the maximization of individual interests is the ultimate goal of the main body of economic activities, but whether the distribution of income is fair is not paid much attention to. To a certain extent, it strengthens the contradiction and conflict in labor relations and cannot be used as the theoretical basis for constructing harmonious labor relations. Labor relations are fundamentally the arrangement of rights and obligations between the various stakeholders, such as the employer's "management" and the employee's "labour", in a narrow sense, Labor relations are mainly expressed in the form of labor contract and psychological contract. Efficiency and fairness embody the different value pursuit of labor and management, and achieving the balance between them is the foundation of harmonious development of labor relations. This paper uses questionnaire, theoretical research and other methods, focusing on deduction and induction, the combination of theoretical research and empirical research, on the basis of predecessors' research on fairness preference and labor relations. Firstly, based on the questionnaire survey data of Chongqing enterprises, this paper analyzes the present situation of labor relations of enterprises, and then analyzes the micro mechanism of fair preference to improve the labor relations of enterprises, based on the social preference theory model in behavioral economics. This paper probes into the comparison between the labor contract model in which the agent has irrational behaviors such as fair preference and the traditional principal-agent model. It is concluded that the irrational psychology not only changes the incentive efficiency significantly but also increases the principal's income. It has achieved Pareto improvement, revealed the microscopic conduction mechanism of fair preference to improve labor relations, helped to ease the contradictions and conflicts existing in labor relations, and provided a theoretical reference for the construction of harmonious labor relations. On this basis, taking the psychological contract as the intermediate variable, this paper makes an empirical test on how fair preference affects labor relations. The results show that the motivation and "fairness" behavior, which constitute the employee's fairness preference, can significantly improve the stability of the relationship psychological contract and the transactional psychological contract between the employee and the firm. There is a significant positive correlation between the stability of psychological contract and the harmonious labor relationship, so it shows that the employee's fair preference promotes the harmony of the enterprise's labor relations.
【學(xué)位授予單位】：重慶理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F249.26

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