三方博弈中的浙江省私营企业劳资关系问题研究

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浙江财经学院硕士学位论文

会、增加财政收入、优化产业结构等方面日益显示出重要作用。但是另一方面，

私营企业又是劳资矛盾和冲突的多发地。目前，私营企业中劳资矛盾日益突出，

劳资争议数量和涉及劳动者的人数不断上升，严重影响社会的和谐与稳定。浙江

省作为沿海经济发达省份之一，私营经济发展历史较长，私营企业的规模较大，

劳资关系较具代表性，劳资矛盾暴露得较充分。鉴于此，笔者选择浙江省私营企

业作为研究对象，从劳资关系的现状和问题出发，运用博弈论的基本理论和方法

分析了私营企业劳资问题产生的原因，通过借鉴国外劳资关系协调经验，探寻浙

江省私营企业劳资由非合作博弈向合作博弈转变的路径。

本文在对私营企业劳资关系研究综述的基础上，对私营企业、劳资关系、私

营企业劳资关系等相关概念进行了界定，也对论文的理论基础—博弈论进行了阐

释。接着依据中国劳动统计年鉴和浙江省统计年鉴的数据资料，结合笔者的实地

调查走访，深入分析了浙江省私营企业劳资关系的现状，指出劳资关系在劳动合

同制度、收入分配制度、保险福利制度、劳动安全和职业卫生四方面的问题。具

体表现为：劳动合同签订不规范、不合法现象仍较突出；劳动合同形式化严重；

工资标准不合理；工资分配缺乏正常的调整机制；劳动保护投入低损害劳动者的

权益；社会保险参保率总体不高；私营企业不同群体社会保险参保率差异大；福

利待遇水平较低；工作场所劳动安全隐患多；工作场所的卫生状况仍不容乐观。

针对这些突出的劳资问题，笔者从博弈主体角度分析成因，私有资本单一产权下

劳资地位不对等、工会建设薄弱和政府目标行为的偏差等外部制约的缺失是劳资

关系失衡的具体原因。考察日本、美国、德国等西方发达国家劳资协调实践可知：

一整套较为完善的劳动法律是协调劳资关系的基础；工会在劳资关系协调中的作

用不容忽视；要有行之有效的劳资关系协调、制衡机制；政府的干预与调节在规

范和协调劳资关系时是非常必要的。在此基础上，提出使浙江省私营企业劳资关

系由非合作博弈向合作博弈转变的可行路径是建立合理的利益分配机制、切实加

强工会力量和集体谈判能力、提升政府调控能力。

笔者用博弈论的基本理论和方法对浙江省私营企业劳资关系问题的研究，可

以对我国其他地区私营企业正确处理和化解劳资纠纷和矛盾有所启示。同时，有

助于为政府部门制定或修改相关的劳工政策，保护劳动者的合法权益，维护社会

公平公正提供相应的决策依据。

关键词：劳资关系；私营企业；博弈论；协调机制

浙江财经学院硕士学位论文

employment tension, increasing fiscal revenue and modifying the industrial structure.

However, lots of labor-capital contradictions occur in the private enterprises. For now, labor

conflicts in the private enterprise have become increasingly prominent，the number of labor

disputes and workers involved in them is increasing constantly. As the consequence, it is

influenced the stability and harmony of society badly. Zhejiang province, as a developed

coastal province in china，private economic has a longer development history and lager

scale. Therefore, its labor-capital relationship is more representative than other places and

labor-capital contradictions have a full exposure. For that reason, the writer selected private

enterprises in Zhejiang as object of study. The study started from the present situation and

problems of the labor-owner relationship，the paper applying Game theory and method to

analyze the reasons of labor conflicts in private enterprise. By drawing lessons from the

foreign labor relations coordination experience，we can search the paths of changing the

style of labor relations from non-cooperative game to cooperative game in private

enterprise of Zhejiang province.

Based on the study review of labor-capital relations in private enterprise，the paper

makes the definitions of private enterprise, labor relations and private enterprise’s labor

relations，it also puts a clear explanation of the theoretical basis in this paper-Game theory.

According to China's labor statistical yearbook, Zhejiang statistical yearbook of statistical

data and the investigation made by the writer,this paper makes an analysis of the labor

relations in private enterprise of Zhejiang province deeply, it is pointed out the problems of

labor-capital relations in the following four aspects: employment contract system、income

distribution system, Social Security system and labor safety and hygiene. The problems

shown in detail as the more and more non-standard labor contracts, illegimate society

phenomena；the severe trend of formalization in making labor contracts, irrational wage

standard, the serious absence of normal wage adjustment mechanism, small scale of input in

labor protection cause the damage of employee's rights and interests, the low Social

insurance participating rate, the larger gap among the participating rates regard to different

groups in different private enterprises, low level of welfare, lots of hidden troubles existed

in work place, the bad sanitary condition in wok place. Aiming at these urgent problems, the

writer makes analysis of the cause of formation from the angle of there players. The

asymmetric labor status under single private capital property right , the poor construction of

trade union and the deviation between government behavior and goals are the material

factors. By drawing lessons from the foreign labor relations coordination experience in

American, Japan and Germany, a series of complete labor law is the foundation of labor

浙江财经学院硕士学位论文

relations coordination, the role of trade union in the labor relations coordination should not

to be ignored, the necessity of labor relations coordination, balance mechanism and

government intervention. Based on this, the feasible path of changing the style of labor

relations from non-cooperative game to cooperative game in private enterprise of Zhejiang

province is setting up a sound system of distribution system of benefits, empowering trade

unions, enhancing the ability of collective bargaining and promoting the control capabilities

of the government.

The writer applies the basic theory and methods of Game in the study of labor-capital

relations in private enterprise of Zhejiang province. This paper may supply certain

guidance in labor relations coordination in other places. In the mean time, it also provides

the basis for the government to establish, amend relevant labor laws and regulations, protect

lawful rights and interests of labor, and maintain social fairness and justice.

Keywords: Labor-capital Relations; Private Enterprise; Game Theory; Coordination

Mechanism

第一章绪论 ······································································································· 1

浙江财经学院硕士学位论文

第一节研究背景和研究意义 ······································································· 1

第二节私营企业劳资关系研究综述 ··························································· 3

第三节研究思路和分析方法 ······································································· 8

第四节创新点和不足之处··········································································· 9

第二章私营企业劳资关系博弈理论分析 ······················································ 10

第一节相关概念界定················································································· 10

第二节劳资博弈相关主体分析································································· 12

第三节博弈论基本原理阐释····································································· 16

第三章浙江省私营企业劳资关系现状及问题 ·············································· 19

第一节浙江省私营企业高速增长趋势 ····················································· 19

第二节浙江省私营企业劳资关系问题 ····················································· 20

第四章浙江省私营企业劳资关系问题成因的博弈论考察··························· 26

第一节私营企业劳资关系动态博弈模型 ················································· 26

第二节浙江省私营企业劳资关系问题产生的具体原因·························· 28

第五章比较与借鉴：国际视野中的劳资关系协调实践······························· 35

第一节国际视野中劳资关系协调机制 ····················································· 35

第二节国外劳资关系协调机制比较与借鉴 ············································· 42

第六章浙江省私营企业劳资关系合作博弈路径··········································· 44

参考文献 ············································································································ 48

附录 ···················································································································· 51

致谢 ···················································································································· 52

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摘要：

浙江财经学院硕士学位论文4会、增加财政收入、优化产业结构等方面日益显示出重要作用。但是另一方面，私营企业又是劳资矛盾和冲突的多发地。目前，私营企业中劳资矛盾日益突出，劳资争议数量和涉及劳动者的人数不断上升，严重影响社会的和谐与稳定。浙江省作为沿海经济发达省份之一，私营经济发展历史较长，私营企业的规模较大，劳资关系较具代表性，劳资矛盾暴露得较充分。鉴于此，笔者选择浙江省私营企业作为研究对象，从劳资关系的现状和问题出发，运用博弈论的基本理论和方法分析了私营企业劳资问题产生的原因，通过借鉴国外劳资关系协调经验，探寻浙江省私营企业劳资由非合作博弈向合作博弈转变的路径。本文在对私营企业劳资关系研究综述的...

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