公平偏好视角下企业和谐劳动关系研究

发布时间：2018-11-01 21:32

【摘要】：我国正在构建和谐的社会主义社会，劳动关系作为社会经济生活中最基本、最重要的社会关系，它的稳定与和谐关系到企业的可持续发展乃至整个社会的稳定。因此，党和政府始终高度重视和维护劳动关系的稳定和谐。传统经济学以“理性经济人”的假设为前提，认为单纯追求个人利益最大化是经济活动行为主体的最终目的，而收益分配是否公平却不受关注，这在一定程度上强化了劳动关系中的矛盾和冲突，不能作为构建和谐劳动关系的理论基础。劳动关系从根本上讲是作为雇主的“资方”与作为雇员的“劳方”等各利益相关者之间的权利与义务安排，狭义上来说，劳动关系主要通过劳动契约和心理契约的形式表现出来，效率与公平体现了劳资双方不同的价值追求，实现二者的均衡是劳动关系和谐发展的根本。本文运用问卷调查、理论研究等方法，侧重演绎与归纳、理论研究与实证研究的结合，在前人对公平偏好和劳动关系的研究基础上，首先以重庆市企业的问卷调查数据分析了企业的劳动关系现状，其次在分析公平偏好改善企业劳动关系的微观机理时，基于行为经济学中的社会偏好理论模型，探讨代理人存在公平偏好等非理性行为的劳动契约模型与传统委托代理模型中代理人纯粹自利偏好的比较，，得出非理性心理在显著改变激励效率的同时也使委托人的收益增加，达到了帕累托改进，揭示了公平偏好改善劳动关系的微观传导机理，有助于缓和劳动关系中存在的矛盾冲突，为构建和谐劳动关系提供了理论借鉴。在此基础上，将心理契约作为中间变量，对公平偏好如何影响劳动关系进行实证检验。研究结果表明，构成员工公平偏好的追求公平的动机和“公平性”行为可以显著提高其与企业之间关系型心理契约和交易型心理契约的稳定性，而心理契约的稳定与和谐劳动关系之间又存在显著的正相关，因此说明员工公平偏好对促进企业劳动关系的和谐。
[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.
【学位授予单位】：重庆理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F249.26

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