企业民主参与动力研究
|
摘要
在中国市场经济的发展和深化过程中,劳动关系的稳定和协调是保证社会进步、经济持续发展的基本条件之一,在目前的快速转型期,关注劳动关系问题的理论和实践显得尤为重要。企业民主参与实际上是一个不断修正与改善劳动关系的过程,一方面,民主参与是微观组织劳动关系协调的一项重要手段,同时,以民主参与为特征的劳资合作也是劳动关系发展的重要阶段。本文以企业民主参与的动力问题为研究对象,在追求劳资双赢的前提下,剖析影响企业民主参与建立、运行和发展的动力因素及其作用方式。文章从劳资合作的理念出发,通过经济学的分析方法,研究了企业民主参与发展和完善的动力,包括外部动力和内部动力,并旨在通过这些分析寻找到提高劳资双方参与积极性和参与收益的途径,从而进一步增进劳资双方的福利。总的来看,全文的研究可分为六个部分。
第一部分主要回顾和整理了支撑企业民主参与发展的重要理论。虽然工业民主和员工参与理论并不在政治学、经济学、管理学等学科研究中占主流地位,但事实上,仍然有很多学科和理论从自身发展的角度为企业民主参与的存在和发展提供了重要的支撑,有些直接与企业民主有关,有些从其他角度出发也得到了类似的结论。重要的理论包括经济民主理论、利益相关者理论、人力资本理论、行为科学理论、以及社会正义与自由福利观。本章重点对这些理论及其对企业民主参与发展的支撑作用做了梳理和介绍,希望首先从理论支撑的角度建立企业民主参与存在和发展的基础。
第二部分从系统研究的视角出发,构建了促进企业民主参与发展完善的外部动力体系。文章在借鉴前人从非经济学角度研究企业民主参与问题的基础上,从劳动关系的本质是一种经济关系这一基本假设出发,建立了企业民主参与发展的外部动力系统,包括促进企业民主参与发展的经济力、政治力、社会力、组织力和劳动关系力等。之后,文章对外部动力系统的结构和运行机制进行了剖析,阐述了各外部动力要素之间的协同与分化关系,并指出,企业民主参与外部动力的作用将通过与内部动力之间的互动来实现。最后,本章还对企业民主参与发展的阻力因素及其作用机理进行了分析。
第三部分从经济学的视角和方法分析了企业民主参与发展的内部动力机制。文章从劳资双方在劳动关系中的最根本需求入手,根据经济学研究的成本收益分析方法,剖析了促进企业民主参与健康发展的内生动力源。分析指出,企业民主参与发展的根源性动力来源于企业和员工双方的成本收益判断和相应的行为,因此在实践中,要着力提高双方在民主参与中的收益,降低其成本,提高劳资双方对企业民主参与的认可度和积极性。
第二部分和第三部分是全文理论分析的核心,两部分内容各自独立却又紧密相关。研究认为,企业民主参与发展的外部动力属于促进性动力,这些动力作用的发挥能够为企业民主参与的发展创造良好的外部环境;内部动力属于根源性动力,它来自于劳资双方对于各自在民主参与中成本收益大小的判断,只有当双方都认为能够通过民主参与获益时,真正的具有生命力的参与活动才能够蓬勃开展。
第四部分是历史分析,通过对中国企业民主参与发展历史的梳理和总结,归纳各个历史阶段的不同动力特征。文章将中国企业民主参与的发展历史划分为四个重要阶段,对每一阶段民主参与的发展状况、特征、主要表现以及实现的目标等问题进行了相对全面的考察和叙述;在梳理历史的基础上,研究所进行的更有意义的工作在于,以民主参与发展的动力为“纲”,对每一阶段进行了有目的的剖析,探析各个阶段中国企业民主参与兴盛的动力、发展不畅的阻力,并分析各阶段动力和阻力的根本来源、作用方式、发挥程度等问题。研究发现,中国企业民主参与每一阶段的发展都存在一个主导性动力,可能是政府主导、可能是环境所迫、也可能是劳资双方的自发行为,无论是哪种形式的主导动力,其作用的发挥都需要外部动力与内部动力的充分结合;同时,企业民主参与作为基层民主的一部分,它的发展不可能脱离中国经济政治环境的发展以及劳动关系的演变,甚至可以说,其发展的动力蕴藏于中国历史变迁的大背景中,环环相扣,密不可分。
第五部分是比较研究,文章对典型国家企业民主参与的发展和现状进行了归纳和介绍,阐述了各个国家企业民主参与发展不同表现背后的不同动力因素。通过研究发现,类似的经济发展速度和经济体制并未造就类似的劳动关系表现和企业民主参与特征,不同国家在历史发展过程中逐步形成了契合本国特征的独特的民主参与形态。虽然企业民主参与的表现形式各异,但是不同国家在不同的历史发展阶段都曾经经历过民主参与的蓬勃和兴盛,仍然可以据此归纳出这些发展动力中的共同特征。研究认为,生产力的发展、劳动者素质的提高、政治民主的波及和影响、工人和工人组织的争取、政党和政府为了实现自身目的的有意推动等都是具有共性的动力。
第六部分是实证分析,文章对67家企业的调研结果使研究结论更加丰富。调查发现,中国企业民主参与的建制和执行状况并不乐观,企业采用的民主参与制度相对单调,员工对参与制度的执行情况评价偏低,访谈中很多员工对民主参与表现出的漠然和消极态度也从另一个角度印证了这一点;此外,文章着重分析了影响员工对于企业民主参与执行状况判断的主要因素,研究表明,企业规模、企业员工整体素质,员工的年龄、学历、岗位、工龄,同事关系、上下级关系、管理风格,工资待遇、培训时间、建议提出和采纳数以及建议受重视程度等因素对员工的判断产生了显著的影响。在这些实证结论基础上,文章针对中国企业民主参与发展的问题提出了一些具体的建议,主要包括将民主参与作为一个系统加以改进、关注企业民主参与“制度束”的完善和发展、建立和完善员工参与渠道、从双方主体需求的角度考虑民主参与制度的创新、重树劳资双方的民主参与观念、改善包括经济环境、政治环境、劳动力市场环境、政策法律环境在内的民主参与大环境等。建立和完善员工参与渠道、重树民主参与观念、将民主参与作为一个系统加以改进、从双方主体需求的角度考虑民主参与制度的创新等。
In the process of development and deepening of China market economy, the stabilization and harmony of labor relation is one of the postulates for social progressing and economy developing. So it's especially important to pay attention to the issue of labor relationship in this double-quick transition period. Employee participation in enterprise is actually a course of modifying and improving the labor relation. On the one hand, employee participating is an important method to harmonize the labor relation in enterprise, on the other hand, labor-capital cooperation, characterized by employee participation, is also an important period of the development of labor relation. This paper takes the driving force for democratic participation for the research object and tries to explore the dynamic factors and its effect mode of the establishment, operation and development of employee participation in the prerequisite of a win-win concept. From the idea of employers-employees cooperation and through the economics analytical methods and perspective, the paper researches on the driving force of the development and improvement in enterprise democratic participation, including external and internal dynamic driving force. It aims at seeking the way to improve both employers' and employees' participation positivity and participation benefit, so as to further promote the welfare of both employers and employees through the analysis Overall, the full text of the study can be divided into six parts.
Firstly, the paper reviews and packs up the theories supporting development of industrial democracy. Although industrial democracy theory is not on mainstream status in the field of politics, economics, management and other subjects, there are still actually many disciplines and theories sustaining the existence and development of industrial democracy from their own perspective. The important theories include economic democracy theory, stakeholder theory, human capital theory, behavioral science as well as social justice and freedom welfare concept. This chapter focuses on these theories and their roles of supporting the development of employee participation while hopes to establish the foundation of industrial democracy from the perspective of theoretical support.
Secondly, the paper constructs an external driving force system of promoting the democratic participation in tnterprise from the perspectives of the systemic investigation. On the basis of accepting and absorbing the former research on employee participation from the perspective of non- economics, the paper builds an external driving force system, including economic power, political power, social power, organizational power and the power from labor relations, to promote the democratic participation in enterprise under a basic assumption that the nature of labor relation is an economic relation. Then it analyzes the structure and operation mechanism of external driving force, expounds the synergy and differentiation of the external driving force factors and points out that the interaction between the external forces and the internal ones will bring the external force for enterprise democratic into play. And the resistance factors and resistance mechanism for employee participation in enterprise is also analyzed.
The third, the paper analyze the internal dynamic mechanism in the development of employee participation from the economics angle and methods. It starts with the study on the most basic needs for both employers and employees in labor relations, and then analyzes the internal power source in promotion of enterprise democratic according to the cost-benefit method in Economic Research. It points out that the root causes of the power in Enterprise employee participation is the judgment of cost and benefit for both employer and employee and the corresponding behavior. Therefore, in practice, it's necessary to improve the benefit of two sides in employee participation, lower their costs and improve both employers' and employees' recognition and enthusiasm to industrial democracy.
PartⅡand PartⅢis the core of theoretical analysis in full text and the contents of the two are separate but closely relate. Study found that the external driving force to democratic participation plays the role of accelerating and it will create a favorable external environment for enterprise democratic participation. The internal dynamic driving force is the root causes, which comes from both employers' and employees' judgment of the size of costs and benefits. Only when both sides believe that they can benefit from democratic participation, the real vitality of the participation can flourish.
PartⅣis a historical analysis. This chapter concludes the different dynamic characteristics in the various historical periods through collating and summaring the history of various stages in the development of democratic participation in Chinese enterprises. We divide the history of development of industrial democracy in Chinese enterprises into four key stages, inspecting and narrating the development, characteristics, main performance and the goal achieved of democratic participation in each stage. On the basis of carding the history, the more meaningful work we conduct is analyzing each stage of the four with the purpose of finding out the dynamic momentum in development of democratic participation and investigating the fundamental sources, function methods and the degree of the role they played of driving forces and obstacles in each stage of the development of employee participation in Chinese enterprises. We find that there is a dominant force in every stage in the development of employee participation in Chinese enterprises, probably led by the government, may be forced by the environment, or it's just the employers' and employees' spontaneous behaviors. No matter what form is the dominant force, its role as a driving force for both external and internal needs to be fully integrated. Simultaneity we believe that, as part of grass-roots democracy, the employee participation in enterprises can not be dissociated from China's economic and political development and the evolution of labor relation. It can also be said that, the driving force of the development of employee participation is inherent in the context of the historical change in China, interlocking and can't be separated.
PartⅤis a comparative study. According to the summarization and presentation of development and status quo of employee participation in typical countries, the paper expatiates on the different dynamic factors behind the distinct performance on industrial democracy of different countries. Through the research we found that similar pace of economic development and similar economic structure haven't created a similar labor relation mode and unique characteristics of democratic participation fit for the needs of specific countries has gradually developed in the course of historical development. While the performance and form of democratic participation is different, it has all gone through a period of boom and prosperity. So we can still sum up the impetus of common features to its development. The research has worked out that development of productivity, improvement of the workers' quality, spread and impact of political democracy, strivement of workers and workers organizations and so on are all the driving force of common in different countries.
PartⅥis the empirical analysis of 67 enterprises and we have got a more abundant conclusion of the study. The paper found that the situation of establishment and implementation of democratic participation in Chinese enterprises is not optimistic, the democratic participation system adopted by the enterprises is relatively monotonous and staff's evaluation of the implementation of system is low. And the above conclusions are all confirmed by the workers' indifference and negative attitude to the democratic participation in the interview. In addition, this chapter focuses on the main factors impacting the staff's judgment on the implementation of employee participation in enterprises. The studies have shown that the organization's size, the overall quality of the staff, the staff of the age, education, post, seniority and other factors have a significant impact on the judgment of the staff. On the basis of these conclusions, the paper put forward a number of specific recommendations for the development of employee participation in Chinese enterprises, including establishing and improving the channel of employee participation, rebuilding the democratic participation concept, improving employee participation as a system, promoting system innovation from the demands of both employee and employer and so on.
第一部分主要回顾和整理了支撑企业民主参与发展的重要理论。虽然工业民主和员工参与理论并不在政治学、经济学、管理学等学科研究中占主流地位,但事实上,仍然有很多学科和理论从自身发展的角度为企业民主参与的存在和发展提供了重要的支撑,有些直接与企业民主有关,有些从其他角度出发也得到了类似的结论。重要的理论包括经济民主理论、利益相关者理论、人力资本理论、行为科学理论、以及社会正义与自由福利观。本章重点对这些理论及其对企业民主参与发展的支撑作用做了梳理和介绍,希望首先从理论支撑的角度建立企业民主参与存在和发展的基础。
第二部分从系统研究的视角出发,构建了促进企业民主参与发展完善的外部动力体系。文章在借鉴前人从非经济学角度研究企业民主参与问题的基础上,从劳动关系的本质是一种经济关系这一基本假设出发,建立了企业民主参与发展的外部动力系统,包括促进企业民主参与发展的经济力、政治力、社会力、组织力和劳动关系力等。之后,文章对外部动力系统的结构和运行机制进行了剖析,阐述了各外部动力要素之间的协同与分化关系,并指出,企业民主参与外部动力的作用将通过与内部动力之间的互动来实现。最后,本章还对企业民主参与发展的阻力因素及其作用机理进行了分析。
第三部分从经济学的视角和方法分析了企业民主参与发展的内部动力机制。文章从劳资双方在劳动关系中的最根本需求入手,根据经济学研究的成本收益分析方法,剖析了促进企业民主参与健康发展的内生动力源。分析指出,企业民主参与发展的根源性动力来源于企业和员工双方的成本收益判断和相应的行为,因此在实践中,要着力提高双方在民主参与中的收益,降低其成本,提高劳资双方对企业民主参与的认可度和积极性。
第二部分和第三部分是全文理论分析的核心,两部分内容各自独立却又紧密相关。研究认为,企业民主参与发展的外部动力属于促进性动力,这些动力作用的发挥能够为企业民主参与的发展创造良好的外部环境;内部动力属于根源性动力,它来自于劳资双方对于各自在民主参与中成本收益大小的判断,只有当双方都认为能够通过民主参与获益时,真正的具有生命力的参与活动才能够蓬勃开展。
第四部分是历史分析,通过对中国企业民主参与发展历史的梳理和总结,归纳各个历史阶段的不同动力特征。文章将中国企业民主参与的发展历史划分为四个重要阶段,对每一阶段民主参与的发展状况、特征、主要表现以及实现的目标等问题进行了相对全面的考察和叙述;在梳理历史的基础上,研究所进行的更有意义的工作在于,以民主参与发展的动力为“纲”,对每一阶段进行了有目的的剖析,探析各个阶段中国企业民主参与兴盛的动力、发展不畅的阻力,并分析各阶段动力和阻力的根本来源、作用方式、发挥程度等问题。研究发现,中国企业民主参与每一阶段的发展都存在一个主导性动力,可能是政府主导、可能是环境所迫、也可能是劳资双方的自发行为,无论是哪种形式的主导动力,其作用的发挥都需要外部动力与内部动力的充分结合;同时,企业民主参与作为基层民主的一部分,它的发展不可能脱离中国经济政治环境的发展以及劳动关系的演变,甚至可以说,其发展的动力蕴藏于中国历史变迁的大背景中,环环相扣,密不可分。
第五部分是比较研究,文章对典型国家企业民主参与的发展和现状进行了归纳和介绍,阐述了各个国家企业民主参与发展不同表现背后的不同动力因素。通过研究发现,类似的经济发展速度和经济体制并未造就类似的劳动关系表现和企业民主参与特征,不同国家在历史发展过程中逐步形成了契合本国特征的独特的民主参与形态。虽然企业民主参与的表现形式各异,但是不同国家在不同的历史发展阶段都曾经经历过民主参与的蓬勃和兴盛,仍然可以据此归纳出这些发展动力中的共同特征。研究认为,生产力的发展、劳动者素质的提高、政治民主的波及和影响、工人和工人组织的争取、政党和政府为了实现自身目的的有意推动等都是具有共性的动力。
第六部分是实证分析,文章对67家企业的调研结果使研究结论更加丰富。调查发现,中国企业民主参与的建制和执行状况并不乐观,企业采用的民主参与制度相对单调,员工对参与制度的执行情况评价偏低,访谈中很多员工对民主参与表现出的漠然和消极态度也从另一个角度印证了这一点;此外,文章着重分析了影响员工对于企业民主参与执行状况判断的主要因素,研究表明,企业规模、企业员工整体素质,员工的年龄、学历、岗位、工龄,同事关系、上下级关系、管理风格,工资待遇、培训时间、建议提出和采纳数以及建议受重视程度等因素对员工的判断产生了显著的影响。在这些实证结论基础上,文章针对中国企业民主参与发展的问题提出了一些具体的建议,主要包括将民主参与作为一个系统加以改进、关注企业民主参与“制度束”的完善和发展、建立和完善员工参与渠道、从双方主体需求的角度考虑民主参与制度的创新、重树劳资双方的民主参与观念、改善包括经济环境、政治环境、劳动力市场环境、政策法律环境在内的民主参与大环境等。建立和完善员工参与渠道、重树民主参与观念、将民主参与作为一个系统加以改进、从双方主体需求的角度考虑民主参与制度的创新等。
In the process of development and deepening of China market economy, the stabilization and harmony of labor relation is one of the postulates for social progressing and economy developing. So it's especially important to pay attention to the issue of labor relationship in this double-quick transition period. Employee participation in enterprise is actually a course of modifying and improving the labor relation. On the one hand, employee participating is an important method to harmonize the labor relation in enterprise, on the other hand, labor-capital cooperation, characterized by employee participation, is also an important period of the development of labor relation. This paper takes the driving force for democratic participation for the research object and tries to explore the dynamic factors and its effect mode of the establishment, operation and development of employee participation in the prerequisite of a win-win concept. From the idea of employers-employees cooperation and through the economics analytical methods and perspective, the paper researches on the driving force of the development and improvement in enterprise democratic participation, including external and internal dynamic driving force. It aims at seeking the way to improve both employers' and employees' participation positivity and participation benefit, so as to further promote the welfare of both employers and employees through the analysis Overall, the full text of the study can be divided into six parts.
Firstly, the paper reviews and packs up the theories supporting development of industrial democracy. Although industrial democracy theory is not on mainstream status in the field of politics, economics, management and other subjects, there are still actually many disciplines and theories sustaining the existence and development of industrial democracy from their own perspective. The important theories include economic democracy theory, stakeholder theory, human capital theory, behavioral science as well as social justice and freedom welfare concept. This chapter focuses on these theories and their roles of supporting the development of employee participation while hopes to establish the foundation of industrial democracy from the perspective of theoretical support.
Secondly, the paper constructs an external driving force system of promoting the democratic participation in tnterprise from the perspectives of the systemic investigation. On the basis of accepting and absorbing the former research on employee participation from the perspective of non- economics, the paper builds an external driving force system, including economic power, political power, social power, organizational power and the power from labor relations, to promote the democratic participation in enterprise under a basic assumption that the nature of labor relation is an economic relation. Then it analyzes the structure and operation mechanism of external driving force, expounds the synergy and differentiation of the external driving force factors and points out that the interaction between the external forces and the internal ones will bring the external force for enterprise democratic into play. And the resistance factors and resistance mechanism for employee participation in enterprise is also analyzed.
The third, the paper analyze the internal dynamic mechanism in the development of employee participation from the economics angle and methods. It starts with the study on the most basic needs for both employers and employees in labor relations, and then analyzes the internal power source in promotion of enterprise democratic according to the cost-benefit method in Economic Research. It points out that the root causes of the power in Enterprise employee participation is the judgment of cost and benefit for both employer and employee and the corresponding behavior. Therefore, in practice, it's necessary to improve the benefit of two sides in employee participation, lower their costs and improve both employers' and employees' recognition and enthusiasm to industrial democracy.
PartⅡand PartⅢis the core of theoretical analysis in full text and the contents of the two are separate but closely relate. Study found that the external driving force to democratic participation plays the role of accelerating and it will create a favorable external environment for enterprise democratic participation. The internal dynamic driving force is the root causes, which comes from both employers' and employees' judgment of the size of costs and benefits. Only when both sides believe that they can benefit from democratic participation, the real vitality of the participation can flourish.
PartⅣis a historical analysis. This chapter concludes the different dynamic characteristics in the various historical periods through collating and summaring the history of various stages in the development of democratic participation in Chinese enterprises. We divide the history of development of industrial democracy in Chinese enterprises into four key stages, inspecting and narrating the development, characteristics, main performance and the goal achieved of democratic participation in each stage. On the basis of carding the history, the more meaningful work we conduct is analyzing each stage of the four with the purpose of finding out the dynamic momentum in development of democratic participation and investigating the fundamental sources, function methods and the degree of the role they played of driving forces and obstacles in each stage of the development of employee participation in Chinese enterprises. We find that there is a dominant force in every stage in the development of employee participation in Chinese enterprises, probably led by the government, may be forced by the environment, or it's just the employers' and employees' spontaneous behaviors. No matter what form is the dominant force, its role as a driving force for both external and internal needs to be fully integrated. Simultaneity we believe that, as part of grass-roots democracy, the employee participation in enterprises can not be dissociated from China's economic and political development and the evolution of labor relation. It can also be said that, the driving force of the development of employee participation is inherent in the context of the historical change in China, interlocking and can't be separated.
PartⅤis a comparative study. According to the summarization and presentation of development and status quo of employee participation in typical countries, the paper expatiates on the different dynamic factors behind the distinct performance on industrial democracy of different countries. Through the research we found that similar pace of economic development and similar economic structure haven't created a similar labor relation mode and unique characteristics of democratic participation fit for the needs of specific countries has gradually developed in the course of historical development. While the performance and form of democratic participation is different, it has all gone through a period of boom and prosperity. So we can still sum up the impetus of common features to its development. The research has worked out that development of productivity, improvement of the workers' quality, spread and impact of political democracy, strivement of workers and workers organizations and so on are all the driving force of common in different countries.
PartⅥis the empirical analysis of 67 enterprises and we have got a more abundant conclusion of the study. The paper found that the situation of establishment and implementation of democratic participation in Chinese enterprises is not optimistic, the democratic participation system adopted by the enterprises is relatively monotonous and staff's evaluation of the implementation of system is low. And the above conclusions are all confirmed by the workers' indifference and negative attitude to the democratic participation in the interview. In addition, this chapter focuses on the main factors impacting the staff's judgment on the implementation of employee participation in enterprises. The studies have shown that the organization's size, the overall quality of the staff, the staff of the age, education, post, seniority and other factors have a significant impact on the judgment of the staff. On the basis of these conclusions, the paper put forward a number of specific recommendations for the development of employee participation in Chinese enterprises, including establishing and improving the channel of employee participation, rebuilding the democratic participation concept, improving employee participation as a system, promoting system innovation from the demands of both employee and employer and so on.
引文
[1]巫继学.劳资关系的和谐是最大的和谐.人本经济学—自主劳动网.http://www.economics.com.cn/Article/ArticleShow.asp?ArticleID=370
[1]郭堃.职工持股:我国职工民主参与公司治理的理想模式.求实,2006,z4
[1]“两参一改三结合”是1960年3月毛泽东在转发中共鞍山市委《关于工业战线上的技术革新和技术革命运动开展情况的报告》的批示中提出的我国企业管理的一项重要制度,“两参”即干部参加生产劳动,工人参加企业管理;“一改”即改革企业中不合理的规章制度;“三结合”即在技术改革中实行企业领导干部、技术人员、工人三结合的原则。
[1]杨体仁,李丽林.市场经济国家劳动关系——理论·制度·政策.北京:中国劳动社会保障出版社,2000.368
[1]汪光武.劳动股份制:股份制与参与制的结合.中外管理,1994,8:16
[2]陈向聪.公司职工参与制度研究:[博士学位论文].厦门:厦门大学,2001
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.298
[1]Streeck,Wolfgang."On the Institutional Conditions for Diversified Quality Production." 1991.pp21-61 in Beyond Keynesianism:the Socio-Eeonomies of Production and Employment,edited by E.Matzner and W.Streeck.London:Edward Elgar.
[1]周欣等.世界古典管理学家管理法则全书(上).北京:中国社会出版社,1999.66
[1]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003.62
[2]任浩.现代企业组织设计.北京:清华大学出版社,2005
[1]Thomas A.Kochan,Harry C.Katz and Robert B.Mckersie.The Transformation of American Industrial Relatio ns.(1986).2nd ed.ILR Press.1994.14参见吴国存,李新建.人力资源开发与管理概论.天津:南开大学出版社,2001.219-220
[1]M.H.Sandver.Labor Relations:Process and Outcomes.Boston:Little,Brown and Company,1987
[1]Aoki,Masahiko,The Cooperative Game Theory of the Firm,Glarendon Press,Oxford.1984
[2]彼德·德鲁克.管理的实践.齐若兰译.北京:机械工业出版社,2006
[3]程延园.劳动关系.北京:中国人民大学出版社,2002
[4]路易斯·凯尔索.两要素论(Two Factor Theory),1956.网络版
[1]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003.62
[1]汪涛.关于企业支薪制与分享制的比较研究.学术研究,1997,7
[1]Richard D.Rosenberg,Eliezer Rosenstein,Participation and Productivity:an Empirical Study.Industrial and Labor Relations Review,Vol.33,No.3(Apr.,1983),355-367
[2]Michael Schuster,The Impact of Union-Management Cooperation on Productivity and Employment,Industrial and Labor Relations Review,Vol.36,No.3(Apr.,1983),415-430
[1]Cooke.W.N.Labor-Management Cooperation:New Partnerships or Going in Circles?,Kalamazoo,MI:W.E.Upjohn Institute for Employment Research,1990.
[2]Felix R.Fitzroy,Kornelius Kraft,1992,"Forms of Profit Sharing and Firm Performance:Theoretical Foundations and Empirical Problems"
[3]Mahoney,T.,& Watson,M,Evolving modes of workforce governance an evaluation.In B.Kaufam & Kleiner (Eds),Employee Representation Alternatives and Future Directions(pp.43-48),Ithaca,NY:ILR Press,1993
[4]John A.Wagner.Participation's Effects on Performance and Satisfaction:A Reconsideration of Research Evidence.Academy of Management Review,Vol.19,No.2(Apr.,1994),312-330
[1]Robert Buchele,Jens Christiansen,Labor Relations and Productivity Growth in Advanced Capitalist,Economies Review of Radical Political Economics,1999,31(1):87-110
[1]Sanford M.Jacoby,Union-Management Cooperation in the United States:Lessons from the 1920s,Industrial and Labor Relations Review,Vol.37,No.1(Oct.,1983),pp.18-33
[2]Rainnie,A.:Combined and Uneven Development in the Clothing Industry.Capital Class Vol,22,1984,11-29
[1]Cooke.W.N.Labor-Management Cooperation:New Partnerships or Going in Circles?,Kalamazoo,MI:W.E.upjohn Institute for Employment Research,1990.转引自常凯.劳动关系学.北京:中国劳动社会保障出版社.2005
[2]Larry Shetzer.A Social Information Processing Model of Employee Participation.Organization Science,Vol.4,No.2.May 1993.252-268
[3]Elizabeth F,Cabrera,Angel Cabrera,Jaime Ortega,2001."Employee Participation In Europe," Business Economics Working Papers wb010602,Universidad Carlos Ⅲ,Departamento de Economia de la Empresa.
[1]Sonia Ospina,Allon Yaroni.Understanding Cooperative Behavior in Labor Management Cooperation:A Theory-Building Exercise.Public Administration Review 63(4),July 2003.455-471
[2]Uwe Jirjahn,Stephen C.Smith.What Factors Lead Management to Support or Oppose Employee Participation—With and Without Works Councils? Hypotheses and Evidence from Germany.Industrial Relations:A Journal of Economy and Society,Vol.45,No.4,pp.650-680,October 2006
[3]Marchington,M.,Wilkinson,A.,Ackers,P.,Goodman,J.Understanding the meaning of participation;views from the workplace,Human Relations,Vol.47 No.8,pp.867-94,1994
[1]员工参与战略决策是大趋势.http://jiangsu.2pin.cn/news/6505/.2005-07-16
[2]Chris Doucouliagos,Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms:A Meta-Analysis,Industrial and Labor Relations Review,Vol.49,No.1(Oct.,1995),58-77
[1]奥斯卡·拉封丹,克里斯塔·米勒.不要恐惧经济全球化:人人富裕和就业.北京:改革出版社,2000
[2]冯同庆.中国工人的命运——改革以来工人的社会行动.北京:社会科学文献出版社,2002.2
[3]刘帆.企业员工“参与”类型论.武汉市经济管理干部学院学报,2000,2:45-48
[4]向伟基,王玲.关于加强职代会民主监督的思考.大众企业管理,1998,1:24-25
[1]盎格鲁—撒克逊模式又称“新美国模式”,是80年代里根和撒切尔夫人发动新保守主义革命后发展起来的经济模式,这一模式以自由市场经济体制为特征,强调企业的自由经营,摊崇利润至上的企业经营目标。
[2]朱晓阳,陈佩华.职工代表大会:职工利益的制度化表达渠道?开放时代,2003,2:120-132
[3]李宾,张宗浩.职代会在改制国企职工持股计划中的作用浅析.企业家天地,2006,11:43-44
[4]程延园.集体谈判制度研究.北京:中国人民大学出版社,2004
[1]姜俊禄.集体合同制度与职工代表大会制度的关系.中国劳动保障报,2002,0402:3
[2]唐文方.谁来做主——当代中国的企业决策.香港:牛津大学出版社(中国)有限公司,1996
[3]朱柔若.社会变迁中的劳工问题.台湾:扬智文化事业股份有限公司,1998
[4]杨瑞龙,周业安.企业共同治理的经济学分析.北京:经济科学出版社,2001
[1]陈鼎.劳资合作制:公有制的“改革版”——生产关系改革是建立内部有效机制的关键.经济问题,2000,9:16-18
[2]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,3:312-318
[3]洪银兴.合作博弈和企业治理结构的完善.南京大学学报,2003,3:21-27
[4]金莹,李志,唐孝云.民营企业员工参与的影响因素与管理研究.企业活力,2004,7:54-55
[1]朱庆华,王冬岩.我国物流企业员工工作满意度及对员工参与的影响研究.现代管理科学,2005,8:3-5
[2]王彬彬,赵增耀.员工参与管理的影响因素分析.高管参考,2005,4:5-7
[3]宋湛.中国产业民主:基于阿玛蒂亚·森的理论框架的分析.“全球化下的劳资关系和劳工标准”国际研讨会会议论文
[1]吕明.影响职工代表议政会质量的原因及对策.中国劳动关系学院学报,2006,10:111-113
[2]孙月琴,何龙山.员工参与管理的作用机制及其影响因素.科技与管理,2006,2:139-142
[3]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003
[4]冯同庆.国有企业职工参与的国家规范的变化——从利益规范到权利规范的案例研究.工会理论与实践,2003,4:16-19
[1]石秀印.三资企业劳资关系研究——通透国界下的裂离性劳资关系.国家社会科学基金会课题成果.2003
[2]冯同庆.国家、企业、职工之间关系的社会转向——家族企业职工参与的案例研究.工会理论与实践,2004,6:1-5
[1]陆一.员工参与:中国企业改革中被忽视的第三者—兼评OECD《公司治理准则2004版》与《国有企业治理指引(草案)》.北京大军经济观察研究中心.http://www.dajun.com.cn/yuangong.htm(原载于2005年8月号《中国证券期货》)
[2]徐小洪.论劳资关系性质的重新定位——温州私营企业职工对劳资关系认同性调查分析.北京市总工会职工大学学报,2004,6:27-32
[1]武玉芳.在非公有制企业实行职工民主管理的思考——兼论职代会的现状和发展方向.工会论坛,2005,5:15-16
[1]《马克思恩格斯选集》第1卷,第293页
[1]凯尔萨.民主与经济力量.赵曙明译.南京:南京大学出版社,1996.11-12
[2]乔·萨托利.民主新论.北京:东方出版社,1993.11
[3]宋红梅.职工参与企业治理的理论基础与现实选择.经济问题,2006,4:6-11
[1]大卫·P 艾勒曼.民主的公司制.北京:新华出版社,1998.153-164
[2]张坚民.经济民主与国外企业民主管理形式.工会诊坛,2002,2:31-32
[1]刘黎明,张颂梅.“利益相关者”公司治理模式探析.西南政法大学学报,2005,2
[2]陈昆玉,陈昆琼.利益相关者公司治理模式评价.北京邮电大学学报(社会科学版),2002,2:15-18
[3]保罗·赫斯特.从经济到政治.见:加文·凯利,多米尼克·凯利,安德鲁·甘布尔.利害相关者资本主.欧阳英译.重庆:重庆出版社,2001.81
[1]秦勇.以利益相关者理论对职工民主管理的几点思考.工会理论研究,2006,5:12-15
[1]王明杰,郑一山.西方人力资本理论研究综述.中国行政管理,2006,8:92-95
[2]孙爱萍.公司治理结构与公司利益相关者理论问题研究.北京联合大学学报,2003,2:54-57
[3]王明杰,郑一山.西方人力资本理论研究综述.中国行政管理,2006,8:92-95
[1]王基建,涂晓笑.人力资本产权的归属与激励方式探讨.武汉科技学院学报,2006,7:66-68
[2]黎煦.中国劳动力市场变迁的产权经济学分析:[博士学位论文].杭州:浙江大学博士论文,2005
[1]侯玉莲.行为科学的奠基人:乔治·埃尔顿·梅奥.保定:河北大学出版社,2005
[2]侯玉莲.行为科学的奠基人:乔治·埃尔顿·梅奥.保定:河北大学出版社,2005
[1]刘继云,孙绍荣.行为科学理论研究综述.金融教学与研究,2005,5:36-37
[1]E·博登海默.法理学——法律哲学与法律方法.邓正来译.北京:中国政法大学出版社,1999.264
[2]罗尔斯.正义论.何怀宏译.北京:中国社会科学出版社,1988.56
[1]阿玛蒂亚·森.伦理学与经济学.北京:商务印书馆,2000
[2]宋湛.中国产业民主:基于阿玛蒂亚·森的理论框架的分析.“全球化下的劳资关系和劳工标准”国际研讨会会议论文,2006
[1]张荣芳.浅论我国职工民主管理制度的法律完善.法学评论,2000,2:108
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.81-82
[1]俞可平,治理与善治,北京:社会科学文献出版社,2000
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[2]常凯.劳权论:当代中国劳动关系的法律调整研究.北京:中国劳动出版社.2004
[1]朱必祥.人力资本与新型企业产权制度.北京:中国经济出版社,2007.241
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.99
[2]陈国强,石奕龙.简明文化人类学辞典.杭州:浙江人民出版社,1990
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.100
[2]陆学艺.当代中国社会阶层研究报告.北京:社会科学文献出版社,2002.178
[1]黄一鸿.内部劳动力市场理论及在我国企业的适用性.环渤海经济瞭望,2004,11:43-45
[2]王彬彬,赵增耀.员工参与管理的影响因素分析.高管参考,2005,4:5-7
[1]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,3:312-318
[1]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.59-60
[1]杨河清.劳动经济学.北京:中国人民大学出版社.2006.394-397
[1]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.372
[2]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.376
[1]陶文昭.信息时代的民主参与.社会科学研究,2006,2:52-56
[2]常凯.WTO、劳工标准与劳动权益保障.中国社会科学,2002,1:126-134
[1]房宁,冯钺.西方民主的起源及相关问题.政治学研究,2006.4:11-17
[1]安维复,杨素群.论社会意识形式和社会意识形态.吉林大学社会科学学报,1997,6:37-42
[2]林牧.中国社会意识的权贵化.2002.3.5.http://www.xianqiao.net:8080/gb/2/4/1/n180557.htm
[1]程延园.劳动关系.北京:人民大学出版社,2002.151
[2]Michael Poole.Industrial Relations:Origins and Patterns of National Diversity,London;Boston:Routledge &Kegan Paul,1986.99
[1]约翰·W.巴德.人性化的雇佣关系——效率、公平发言权之间的平衡.解格先,马振英译,北京:北京大学出版社,2007.41
[1]常凯.劳动关系·劳动者·劳权——当代中国的劳动问题.北京:中国劳动出版社,1995.16
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.50
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.158
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.197-201
[2]Bill Taylor,ChangKai,LiQi.Industrial Relations in China,Edward Elgar Publishing,Inc.2003.32-38
[3]有关5P理论的解释参见前文第三章的相关内容。
[1]常凯.劳权论——当代中国劳动关系的法律调整研究.北京:中国劳动社会保障出版社,2004.307
[1]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.384
[1]Verma,A.& Taras,D.G.Employee involvement in the workplace.In M.Gunderson,A.M.Ponak,& D.G.Taras.Union-management relations in Canada.Don Mills,Ont:Addison-Wesley Longman,2001:447.
[2]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.380
[1]赵祖平.WTO时代的政府与劳动关系.工会理论与实践,2002,6:11
[1]冯同庆.国有企业职工参与的国家规范的变化——从利益规范到权利规范的案例研究.工会理论与实践,2003,4:16-19
[1]行为经济学挑战传统经济学.http://www.cnpsy.net/ReadNews.asp?NewsID=3900 中国心理学家网
[1]Pateman,C.Pariticipation and Democratic Theory,Cambrige,Cambrige University Press.1970
[2]徐小洪.试论“工人参与管理”制度的评估体系.北京市总工会职工大学学报,2003,3;11-14
[1]程延同.劳动关系.北京:人民大学出版社,2002.221
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[2]劳动和社会保障部劳动科学研究所课题组.企业社会责任运动及产生背景.经济研究参考,2005
[1]Streeck,Wolfgang.1992.Social Institutions and Economic Performance:Studies of Industrial Relations in Advanced Capitalist Economies.Newbury Park,Calif.:Sage.
[1]乔·萨托利.民主新论.冯克利,阎克文译.北京:东方出版社,1998.246
[2]徐小洪.劳动关系运行成本分析.工会理论与实践,2001,2:42-46
[3]查尔斯·林布隆.政策制定过程.朱国斌译.北京:华夏出版社,1988.30
[4]查尔斯·林布隆.政策制定过程.朱国斌译.北京:华夏出版社,1988.30
[5]赵波.民主政治决策成本——收益分析.[硕士学位论文].大连:辽宁师范大学,2005
[1]柯武刚,史漫飞.制度经济学—社会秩序与公共政策.韩朝华译.北京:商务印书馆,2000.64
[1]迈克尔·比尔.管理人力资本.程化译.北京:华夏出版社,1998
[2]大桥昭一,奥田幸助,奥林康司.经营参加的思想.有斐阁新书,1979.149
[3]徐小洪.劳动关系运行成本分析.工会理论与实践,2001,2:42-46
[1]密尔.代议制政府.汪瑄译.北京:商务印书馆,1982
[1]佘云霞.美国西部港口劳资纠纷之博弈分析.工会理论与实践,2004,6:48-53
[2]佘云霞.美国西部港口劳资纠纷之博弈分析.工会理论与实践,2004,6:48-53
[1]Chris Doucouliagos,Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms:A Meta-Analysis,Industrial and Labor Relations Review,Vol.49,No.1(Oct.,1995),58-77
[2]Lawler E.E.Ⅲ,Mohrman,S.& Ledford,G.E Jr.Employee involvement and total quality management:practices and results in fortune 1000 companies.Jossey-Bass Publications,1992
[1]Derek C.Jones& Svejnar.The Productivity Effects of Worker Directors and Financial Participation by Employees in the Firm:The Case of British Retail Cooperatives,Industrial and Labor Relations Review,1987.79-92.Cornell University,School of Industrial & Labor Relations.
[1]Downs,A,An economic theory of democracy.New York:Harper and Row,1957
[1]邓燕萍.关于企业民主管理的障碍分析.企业经济,2000,9:65-67
[2]赵鼎新.集体行动、搭便车理论与形式社会学方法.社会学研究,2006,1:1-21
[1]曼瑟尔·奥尔森.集体行动的逻辑.陈郁,郭宇峰,李崇新译.上海:上海三联书店,上海人民出版社,2004.2
[1]有关制度之间的相互关系,可参见L.E.戴维斯(1991),黄少安(1995),柯武刚、史漫飞(2000),青木昌彦(2001)以及张旭昆(2002)等的相关解释。
[1]胡汝银.低效率经济学:集权体制理论的重新思考.上海:上海三联书店,1992.52
[1]龚基云.转型期中国劳动关系研究.合肥:安徽人民出版社.2006.102
[1]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005.123
[2]胡正荣,黄新民,王宇.企业文化:现代企业之魂.北京:中国水利水电出版社,1995.39
[1]陈志刚.学习刘少奇工人运动理论切实维护职工的合法经济权益.中国工运,1998,12
[2]刘晶芳.土地革命战争时期刘少奇对白区工运策略的探索.江汉论坛,2000,2
[3]“一长制”也叫厂长(或经理)负责制。厂长(或经理)由国家委派,并向国家负责,是企业经营管理的最高领导人;在企业内部,则实行层层负责制。
[1]刘俊海.公司的社会责任.北京:法律出版社,1999.205-206
[2]对“鞍钢宪法”的两种对立认识参见:高华.鞍钢宪法的历史真实与‘政治正确性'.二十一世纪,20004
[1]张允美.中国职工代表大会制与职工参与模式的政治学分析.北京行政学院学报,2003,1
[1]张允美.中国职工代表大会制与职工参与模式的政治学分析.北京行政学院学报,2003,1
[1]王绍光,何建宇.中国的社团革命——勾勒中国人的结社的全景图.http://www.studa.net/zhengzhi/051228/1045310.html(原载于浙大学刊)
[1]见《全民所有制工业企业职工代表大会条例》第二章第四条
[1]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005.125
[1]朱必祥.戴宏伟.詹婧.加强我国劳动力市场秩序建设的思考.南京理工大学学报,2004,4:47-50
[2]李伯侨,林碧艳.国有企业职代会改革刍议.现代法学,1998,6:93-96
[1]祁华清.试论内部职工参与企业治理结构的意义.商业时代,2005,14:34-35
[1]王雪梅.公司职工参与的法律制度研究:[硕士学位论文].青岛:中国海洋大学,2005
[2]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[1]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[1]刘迎祥.浅析现代企业制度中的职工民主管理.工人日报,2005,1028
[1]王跃生.天下没有免费午餐——改革成本问题研究与国际比较.北京:中国财经出版社,1999.153
[1]张迎春,姜建斌.制度变迁的方式与中国经济体制转轨的选择.辽宁师范大学学报,2000,11:18-20
[1]靳涛.制度变迁的科学范式和动力分析.生产力研究,2003,1:68-70
[1]邓大才.论当前我国制度供给现状及制度变迁方式的转换.江苏社会科学,2002,6:67-72
[1]沈芝.浅析欧洲民主的渊源.历史教学,2003,11:64-66
[1]Philip Lewis,Adrian Thornhill & Mark N.K.Saunders.雇员关系:解析雇佣关系.东北财经大学出版社.2005年11月版.197
[2]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[1]经济全球化对国际工人和工会运动的影响.中华全国总工会新闻.http://www.china.com.cn/gonghui/zhuanti/2008-01/04/content_9479196.htm.2008-01-04
[1]蒋一苇,黄绍辉.企业民主管理的理论与实践.北京:中国劳动出版社,1991.38
[1]完颜绍华,许庆瑞.美国企业职工参与管理组织形式的演变.电子科技大学学报社科版,2001,2:106-108
[1]完颜绍华,许庆瑞.美国企业职工参与管理组织形式的演变.电子科技大学学报社科版,2001,2:106-108
[1]张文兵.对员工持股计划的理解和思考.2003-12-05.http://www.jjxj.com.cn/news_detail.jsp?keyno=2078
[1]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[1]王雪梅.公司职工参与的法律制度研究:[硕士学位论文].青岛:中国海洋大学,2005
[1]范建,张萱.德国法中雇员参与公司决策制度.外国法译评,1996,3
[1]列青.简述西欧国家职工民主参与.工会理论研究,2004,5:20-22
[1]蒋一苇,黄绍辉.企业民主管理的理论与实践.北京:中国劳动出版社,1991.245-246
[1]陈大柴.外国工人民主参与企业管理制度探析.厦门特区党校学报,2003,2:26-29
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.332
[1]戴维·加尔森.神话与现实.北京:中国工人出版社,1985.8
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.300
[2]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.300
[3]Downs,P.Identify crisis:unions in the workplace of the future.In B.Nissen(Ed.),Unions and workplace reorganization.Detroit:Wayne State University Press,1997:93.
[1]Geary,J.F.New forms of work organization:still limited,still controlled,but still welcome?.In P.Edwards (Ed.),Industrial relations:theory and practice.2003:338
[2]Verma,A.& Taras,D.G.Employee involvement in the workplace.In M.Gunderson,A.M.Ponak,& D.G.Taras.Union-management relations in Canada.Don Mills,Ont:Addison-Wesley Longman,2001:447.
[3]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.300
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.302
[1]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005
[1]张旭昆.制度系统的关联性特征.浙江社会科学,2003,4:79-84
[2]张旭昆.制度系统的关联性特征.浙江社会科学,2003,4:79-84
[1]“制度束”源于制度经济学中的说法,意指制度集合或制度体系。
[1]阿玛蒂亚·森.伦理学与经济学.北京:商务印书馆,2000
[2]安维复,杨素群.论社会意识形式和社会意识形态.吉林大学社会科学学报,1997,6:37-42
[3]奥岛孝康.市场经济与职工参与.白国栋译.外国法评议,1994,3:46
[4]奥斯卡·拉封丹,克里斯塔·米勒.不要恐惧经济全球化:人人富裕和就业.北京:改革出版社,2000
[5]保罗·赫斯特.从经济到政治.见:加文·凯利,多米尼克·凯利,安德鲁·甘布尔.利害相关者资本主.欧阳英译.重庆:重庆出版社,2001
[6]彼德·德鲁克.管理的实践.北京:机械工业出版社,2006
[7]博登海默.法理学——法律哲学与法律方法.邓正来译.北京:中国政法大学出版社,1999
[8]查尔斯·林布隆.政策制定过程.朱国斌译,北京:华夏出版社,1988
[9]常凯.WTO、劳工标准与劳动权益保障.中国社会科学,2002,1:126-134
[10]常凯.劳动关系、劳动者、劳权——当代中国劳动问题.北京:中国劳动出版社,1995
[11]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005
[12]常凯.劳权论:当代中国劳动关系的法律调整研究.北京:中国劳动出版社,2004
[13]陈大柴.外国工人民主参与企业管理制度探析.厦门特区党校学报,2003,2:26-29
[14]陈鼎.劳资合作制:公有制的“改革版”——生产关系改革是建立内部有效机制的关键.经济问题,2000,9:16-18
[15]陈国强,石奕龙.简明文化人类学辞典.杭州:浙江人民出版社,1990
[16]陈昆玉,陈昆琼.利益相关者公司治理模式评价.北京邮电大学学报(社会科学版),2002,2:15-18
[17]陈向聪.公司职工参与制度研究:[博士学位论文].厦门:厦门大学,2001
[18]陈向聪.职工参与概念探析.福建政法管理干部学院学报,2002,1:12
[19]陈志刚.学习刘少奇工人运动理论切实维护职工的合法经济权益.中国工运,1998,12
[20]程延园.集体谈判制度研究.北京:中国人民大学出版社,2004
[21]程延园.劳动关系.北京:中国人民大学出版社,2002
[22]崔义,崔生祥.企业民主管理通论.北京:企业管理出版社,1990
[23]大桥昭一,奥田幸助,奥林康司.经营参加的思想.有斐阁新收,1979
[24]大卫·P·艾勒曼.民主的公司制.李大光译.北京:新华出版社,1998
[25]大卫·桑普斯特福特等.劳动经济学前沿问题.卢昌崇等译.北京:中国税务出版社,2000
[26]戴维·加尔森.神话与现实.北京:中国工人出版社,1985
[27]丹尼尔·贝尔.资本主义文化矛盾(1976).赵一凡等译.上海:上海三联书店,1989
[28]邓大才.论当前我国制度供给现状及制度变迁方式的转换.江苏社会科学,2002,6:67-72
[29]邓燕萍.关于企业民主管理的障碍分析.企业经济,2000,9:65-67
[30]杜漪,张彦纯.西方国家企业的“经济参与”制度.中外经济与管理,1994,10:21
[31]段郴群.论泰罗的合作机制及其借鉴意义.行政论坛.2002,1:50-52
[32]范建,张萱.德国法中雇员参与公司决策制度.外国法译评,1996,3
[33]房宁,冯钺.西方民主的起源及相关问题.政治学研究,2006,4:11-17
[34]冯同庆.国有企业职工参与的国家规范的变化——从利益规范到权利规范的案例研究.工会理论与实践,2003,4:16-19
[35]冯同庆.中国工人的命运——改革以来工人的社会行动.北京:社会科学文献出版社,2002
[36]冯同庆.中国经验:转型社会的企业治理与职工民主参与.北京:社会科学文献出版社,2005
[37]高新会.重建国有企业职工的主人翁法律地位.暨南学报,2001,3
[38]龚基云.转型期中国劳动关系研究.合肥:安徽人民出版社,2006
[39]郭咸纲.西方管理思想史.北京:经济管理出版社,2005
[40]洪银兴.合作博弈和企业治理结构的完善.南京大学学报,2003,3:21-27
[41]侯玉莲.行为科学的奠基人:乔治·埃尔顿·梅奥.保定:河北大学出版社,2005
[42]胡汝银.低效率经济学:集权体制理论的重新思考.上海:上海三联书店,1992
[43]胡正荣,黄新民,王宇.企业文化:现代企业之魂.北京:中国水利水电出版社,1995
[44]黄文扬.国内外民主理论要览.北京:中国人民大学出版社,1990
[45]黄一鸿.内部劳动力市场理论及在我国企业的适用性.环渤海经济瞭望,2004,11:43-45
[46]霍华德·威亚尔达.新兴国家的政治发展——第三世界还存在吗?刘青,牛可译.北京:北京大学出版社,2005
[47]姜俊禄.集体合同制度与职工代表大会制度的关系.中国劳动保障报,2002,0402:3
[48]蒋一苇,黄绍辉.企业民主管理的理论与实践.北京:中国劳动出版社,1991
[49]金莹,李志,唐孝云.民营企业员工参与的影响因素与管理研究.企业活力,2004,7:54-55
[50]靳涛.制度变迁的科学范式和动力分析.生产力研究,2003,1:68-70
[51]经济全球化对国际工人和工会运动的影响.中华全国总工会新闻.http://www.china.com.cn/gonghui/zhuanti/2008-01/04/content_9479196.htm.2008-01-04
[52]凯尔萨.民主与经济力量.赵曙明译.南京:南京大学出版社,1996
[53]柯武刚,史漫飞.制度经济学——社会秩序与公共政策.韩朝华译.北京:商务印书馆,2000
[54]劳动和社会保障部劳动科学研究所课题组.企业社会责任运动及产生背景.经济研究参考,2005
[55]黎煦.中国劳动力市场变迁的产权经济学分析:[博士学位论文]杭州:浙江大学,2005
[56]李宾,张宗浩.职代会在改制国企职工持股计划中的作用浅析.企业家天地,2006,11:43-44
[57]李伯侨,林碧艳.国有企业职代会改革刍议.现代法学,1998,6:93-96
[58]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003
[59]李友梅、孙立平、沈原.当代中国社会分层:理论与实证.北京:社会科学文献出版社,2006
[60]李忠民.人力资本:一个理论框架及其中国一些问题的解释.北京:经济科学出版社,1999
[61]列青.简述西欧国家职工民主参与.工会理论研究,2004,5:20-22
[62]林牧.中国社会意识的权贵化.2002.3.5.http://www.xianqiao.net:8080/gb/2/4/1/n180557.htm
[63]刘帆.企业员工“参与”类型论.武汉市经济管理干部学院学报,2000,2:45-48
[64]刘继云,孙绍荣.行为科学理论研究综述.金融教学与研究,2005,5:36-37
[65]刘晶芳.土地革命战争时期刘少奇对白区工运策略的探索.江汉论坛,2000,2
[66]刘俊海.公司的社会责任.北京:法律出版社,1999
[67]刘黎明,张颂梅.“利益相关者”公司治理模式探析.西南政法大学学报,2005,2
[68]刘连煌.公司治理与公司社会责任.北京:中国政法大学出版社,2001
[69]刘迎祥.浅析现代企业制度中的职工民主管理.工人日报,2005,1028
[70]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[71]卢昌崇.公司治理机构及新、老三会关系论.经济研究,1994,11
[72]陆学艺.当代中国社会阶层研究报告.北京:社会科学文献出版社,2002
[73]陆一.员工参与:中国企业改革中被忽视的第三者——兼评OECD《公司治理准则2004版》与《国有企业治理指引(草案)》.北京大军经济观察研究中心.http://www.dajun.com.cn/yuangong.htm(原载于2005年8月号《中国证券期货》)
[74]路易斯·凯尔索,帕特里西亚·凯尔萨.民主与经济力量.赵曙明译.南京:南京大学出版社,1996
[75]路易斯·凯尔索.两要素论(Two Factor Theory).1956.网络版
[76]吕明.影响职工代表议政会质量的原因及对策.中国劳动关系学院学报,2006,10:111-113
[77]罗尔斯著.正义论.何怀宏译.北京:中国社会科学出版社,1988.56
[78]罗培新.我国职工参与管理制立法缺漏及其完善.中央政法管理干部学院学报,
[79]马丁·L·韦茨曼.分享经济.林青松译.北京:中国经济出版社,1986
[80]马俊驹,聂德宗.公司法人治理结构的当代发展.法学研究,2000,2
[81]马克思恩格斯选集第1卷,第293页
[82]马克斯·韦伯.经济与社会(下卷).北京:商务印书馆,1997
[83]迈克尔·比尔.管理人力资本.程化译.北京:华夏出版社,1998
[84]曼瑟尔·奥尔森.集体行动的逻辑.陈郁,郭宇峰,李崇新译.上海:上海三联书店,上海人民出版社,2004
[85]梅滇实.现代公司机关权力、构造论:公司治理结构的法律分析.北京:中国政法大学出版社,1996
[86]密尔.代议制政府.汪瑄译.北京:商务印书馆,1982
[87]聂德宗.公司法人治理结构的立法模式及发展趋势.法学评论,2000,6
[88]聂德宗.人力资本所有权理论与实践探析.人文杂志,1998,5
[89]帕特利霞·H.威尔汉,塔拉·J.拉丁,及诺曼·E.博威.就业和员工权利.杨恒达译,北京:北京大学出版社,2005
[90]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[91]祁华清.试论内部职工参与企业治理结构的意义.商业时代,2005,14:34-35
[92]乔·萨托利.民主新论.冯克利,阎克文译,北京:东方出版社,1998
[93]秦勇.以利益相关者理论对职工民主管理的几点思考.工会理论研究,2006,5:12-15
[94]余云霞.美国西部港口劳资纠纷之博弈分析.工会理论与实践,2004,6:48-53
[95]沈芝.浅析欧洲民主的渊源.历史教学,2003,11:64-66
[96]盛洪.现代制度经济学.北京:北京大学出版社.2003
[97]石少侠,王福友.论公司职工参与权.法制与社会发展.1999,3
[98]石秀印.三资企业劳资关系研究——通透国界下的裂离性劳资关系.国家社会科学基金会课题成果.2003
[99]宋红梅.职工参与企业治理的理论基础与现实选择.经济问题,2006,4:6-11
[100]宋湛.中国产业民主:基于阿玛蒂亚·森的理论框架的分析.“全球化下的劳资关系和劳工标准”国际研讨会会议论文,2006
[101]孙爱萍.公司治理结构与公司利益相关者理论问题研究.北京联合大学学报,2003,2:54-57
[102]孙月琴,何龙山.员工参与管理的作用机制及其影响因素.科技与管理,2006,2:139-142
[103]泰罗.科学管理原理.北京:中国社会科学出版社.1984
[104]唐文方.谁来做主——当代中国的企业决策.香港:牛津大学出版社(中国)有限公司,1996
[105]陶文昭.信息时代的民主参与.社会科学研究,2006,2:52-56
[106]陶文忠.社会转型中的劳动关系结构冲突与均衡——关于中国工会制度的一个分析视角:[博士学位论文].北京:中国人民大学,2007
[107]完颜绍华,许庆瑞.美国企业职工参与管理组织形式的演变.电子科技大学学报社科版,2001,2:106-108
[108]汪光武.劳动股份制:股份制与参与制的结合.中外管理,1994,8:16
[109]汪涛.关于企业支薪制与分享制的比较研究.学术研究.1997,7
[110]王彬彬,赵增耀.员工参与管理的影响因素分析.高管参考,2005,4:5-7
[111]王基建,涂晓笑.人力资本产权的归属与激励方式探讨.武汉科技学院学报,2006,7:66-68
[112]王明杰,郑一山.西方人力资本理论研究综述.中国行政管理,2006,8:92-95
[113]王全兴.职工参与制度探微.中国劳动科学,1995,7:12
[114]王绍光,何建宇.中国的社团革命——勾勒中国人的结社的全景图.http://www.studa.net/zhengzhi/051228/1045310.html(原载于浙大学刊)
[115]王雪梅.公司职工参与的法律制度研究:[硕士学位论文].青岛:中国海洋大学,2005
[116]王跃生.天下没有免费午餐——改革成本问题研究与国际比较.北京:中国财经出版社,1999
[117]巫继学.劳资关系的和谐是最大的和谐.人本经济学—自主劳动网.http://www.economics.com.cn/Article/ArticleShow.asp?ArticleID=370
[118]吴淑混,席酉民.公司治理与中国企业改革.北京:机械工业出版社,2000
[119]武玉芳.在非公有制企业实行职工民主管理的思考——兼论职代会的现状和发展方向.工会论坛,2005,5:15-16
[120]向伟基,王玲.关于加强职代会民主监督的思考.大众企业管理,1998,1:24-25
[121]谢玉华,何包钢.西方工业民主和员工参与研究述评.经济社会体制比较,2007,2:138-146
[122]行为经济学挑战传统经济学.http://www.cnpsy.net/ReadNews.asp?NewsID=3900中国心理学家网
[123]徐小洪.劳动关系运行成本分析.工会理论与实践,2001,2:42-46
[124]徐小洪.论劳资关系性质的重新定位——温州私营企业职工对劳资关系认同性调查分析.北京市总工会职工大学学报,2004,6:27-32
[125]徐小洪.试论“工人参与管理”制度的评估体系.北京市总工会职工大学学报,2003,3:11-14
[126]杨河清.劳动经济学.北京:中国人民大学出版社.2006.394-397
[127]杨瑞龙,周业安.论利益相关者合作逻辑下的企业共同治理机制.中国工业经济,1998,1
[128]杨瑞龙,周业安.企业共同治理的经济学分析.北京:经济科学出版社,2001
[129]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000
[130]俞可平.治理与善治.北京:社会科学文献出版社,2000
[131]员工参与战略决策是大趋势.http://jiangsu.2pin.cn/news/6505/.2005-07-16
[132]苑鹏.荷兰公司雇员参与制及其启示.管理世界,1999,1
[133]约翰·W.巴德.人性化的雇佣关系——效率、公平与发言权之间的平衡.解格先,马振英译,北京:北京大学出版社,2007
[134]张坚民.经济民主与国外企业民主管理形式.工会论坛,2002,2:31-32
[135]张靖云.利益相关者理论研究综述.齐鲁珠坛,2007,5:14-16
[136]张开平.英美公司董事法律制度研究.北京:法律出版社,1998
[137]张民安.公司法上的利益平衡.北京:北京大学出版社,2003
[138]张荣芳.浅论我国职工民主管理制度的法律完善.法学评论,2000,2:108
[139]张维迎.博弈论与信息经济学.上海:上海三联出版社,1996
[140]张文兵.对员工持股计划的理解和思考.2003-12-05.http://www.jjxj.com.cn/news_detail.jsp?keyno=2078
[141]张旭昆.制度系统的关联性特征.浙江社会科学,2003,4:79-84
[142]张迎春,姜建斌.制度变迁的方式与中国经济体制转轨的选择.辽宁师范大学学报,2000,11:18-20
[143]张允美.中国职工代表大会制与职工参与模式的政治学分析.北京行政学院学报,2003.1
[144]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,3:312-318
[145]张仲福.联邦德国企业制度.北京:中国法制出版社,1999
[146]赵波.民主政治决策成本——收益分析:[硕士学位论文].大连:辽宁师范大学,2005
[147]赵鼎新.集体行动、搭便车理论与形式社会学方法.社会学研究,2006,1:1-21
[148]赵祖平.WTO时代的政府与劳动关系.工会理论与实践,2002,6:11
[149]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005
[150]周舫.股份制企业中的民主管理.中外法学,1995,6
[151]周欣等.世界古典管理学家管理法则全书(上).北京:中国社会出版社,1999.66
[152]中华人民共和国劳动合同法.北京:人民出版社,2007
[153]朱必祥,戴宏伟,詹婧.加强我国劳动力市场秩序建设的思考.南京理工大学学报,2004,4:47-50
[154]朱必样.人力资本与新型企业产权制度.北京:中国经济出版社,2007
[155]朱庆华,王冬岩.我国物流企业员工工作满意度及对员工参与的影响研究.现代管理科学,2005,8:3-5
[156]朱柔若.社会变迁中的劳工问题.台湾:扬智文化事业股份有限公司,1998
[157]朱晓阳,陈佩华.职工代表大会:职工利益的制度化表达渠道?开放时代,2003,2:120-132
[158]Abbott,J.& Rose,W.Time for a reality check.The Journal for Quality and Participation,1993,16:58
[159]Archie B.Carroll Ann K.Buchholtz.企业与社会、伦理与利益相关者管理.北京:机械工业出版社,2004
[160]Angel Cabrera,Elizabeth F.Cabrera,Sebastian Barajas.Organizational culture as a determinant of technology assimilation.99(12),46
[161]Angel,H.L.& Perry,J.Dual commitment and labor-management relationship climate.Academy of Management Journal,1986,29:31
[162]Aoki,Masahiko,The Cooperative Game Theory of the Firm,Glarendon Press,Oxford.1984
[163]Bamberger,A P.Kluger,N.A.& Ronena S.The antecedents and consequences of union commitment:A meta—analysis.Academy of Management Journal.1999,42:314
[164]Bill Taylor,ChangKai,LiQi.Industrial Relations in China,Edward Elgar Publishing,Inc.2003.32-38
[165]Canzoneri,B.,Labor contracts and monetary policy,Journal of Monetary Economics 6,241-255,1980
[166] Chris Doucouliagos, Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms: A Meta-Analysis, Industrial and Labor Relations Review, Vol.49, No. 1 (Oct., 1995), 58-77
[167] Christofides, L., The impact of controls on wage contract duration, Economic Journal 95. 161-168, 1985
[168] Cooke, W.N. Product quality improvement through employee participation.Industnal & Labor Relations Review, 1992, 46: 119
[169] Cooke, W.N.Employee participation programs, group-based incentives, and company performance: A union-nonunion comparison. Industrial & Labor Relations Review, 1994.47: 594
[170] Cooke, W.N.Labor-Management Cooperation: New Partnership or Going in Circles? Kalamazoo, MI: W.E.Upjohn Institute for Employment Research, 1990
[171] Costanza, A.J. Participation action research: A view from the ACTWU. The American Behavioral Scientist, 1989, 32: 566
[172] Dachler, P.H. & Wilpert, B.Conceptual dimensions and boundaries of participation in organizations: A critical evaluation.Administrative Science Quarterly, 1978, 23: 1
[173] Danzinger, L., Real shocks, efficient risk sharing, and the duration of labor contracts, Quarterly Journal of Economics 103, 435-440, 1988
[174] David M. Gordon, Fat and Mean, The Free Press, 1996, 148, 150, 159, 163, 170
[175] Derek C. Jones& Svejnar.The Productivity Effects of Worker Directors and Financial Participation by Employees in the Firm: The Case of British Retail Cooperatives, Industrial and Labor Relations Review, 1987. 79-92.Cornell University, School of Industrial & Labor Relations.
[176] Downs, A. An economic theory of democracy. New York: Harper and Row, 1957
[177] Downs, P. Identify crisis: Unions in the workplace of the future. In B. Nissen (Ed), Unions and workplace reorganization. Detroit: Wayne State University Press, 1997: 93.
[178] Eaton, A.E. The survival of employee participation programs in unionized settings. Industrial & Labor Relations Review, 1994, 47: 371
[179] Eaton, A.E.The extent and determinants of local union control of participative programs.Industrial & Labor Relations Review, 1990, 43: 604.
[180] Elizabeth F, Cabrera, Angel Cabrera, Jaime Ortega, 2001. "Employee Participation In Europe, " Business Economics Working Papers wb010602, Universidad Carlos III, Departamento de Economia de la Empresa
[181] Felix R. Fitzroy, Kornelius Kraft, 1992, "Forms of Profit Sharing and Firm Performance: Theoretical Foundations and Empirical Problems"
[182] Freeman, R.B. & Kleiner, M.M. Who benefits most from employee involvement: firms or workers.The American Economic Review, 2000, 90: 219
[183] Freeman, R.B. & Medoff, J.L. What do unions do? NY: Basic Books, 1984
[184] Freeman, R.B. & Rogers. J.What workers want. Ithaca, NY: Cornell University Press. 1999
[185] Geary, J. F. New forms of work organization: still limited, still controlled, but still welcome? . In P. Edwards (Ed), Industrial relations: theory and practice. 2003: 338
[186] Gray, J.F., On indexation and contract length, Journal of Political Economy 86, 1—18. 1978
[187] Harris, M., Holmstro¨m, B., On the duration of agreements, International Economic Review 28, 389-406, 1987
[188] Hyman, J.& Mason, B. Managing Employee involvement and participation, Sage publications, 1995
[189] Jacoby, S., Mitchell, D., Employer preferences for long-term union contracts, Journal of Labor Research 5, 215-228, 1984
[190] John A. Wagner. Participation's Effects on Performance and Satisfaction: A Reconsideration of Research Evidence. Academy of Management Review, Vol. 19, No. 2 (Apr., 1994), 312-330
[191] John T. Dunlop. Industrial Relations Systems (1958), Revised Edition. Harvard Business School Press, 48, 1993.
[192] Kelly, A.&Hourihan, F. Employee participation.In: T.V.Murphy & W.K.Roche, eds, Irish industrial relations in practice.Dublin: Oak Tree Press, 1994
[193] Kelly, M.R. & Harrison, B. Unions, technology, and Labor-management cooperation. In: L.Mishel & P.B.Voos, eds, Unions and economic competitiveness. Armonk, N.Y.: M.E.Sharpe, 1992: 247
[194] Koch, J.L. & Fox.C.L. The industrial relations setting, organizational forces, and the form and content of worker participation.Academy of Management, 1978. 3: 572
[195] Kochan, T.A. Harry C.K. & Nancy R.M. Worker participation and American unions: threat or opportunity.Kalamazoo, Mich.: W.E.Upjohn Institute for Employment Research, 1984
[196] Lansbury, R.D. & Davis, E.M. Employee Participation: some Australian Cases.International Labor Review, 1992, 131: 231
[197] Larry Shetzer.A Social Information Processing Model of Employee Participation.Organization Science, Vol. 4, No. 2.May 1993.252-268
[198] Lawler E.E.III. Mohrman, S.& Ledford, G.E Jr. Employee involvement and total quality management: practices and results in fortune 1000 companies.Jossey-Bass Publications, 1992
[199] Lazes, P.& Savage, J. New unionism and the workplace of the future.In: B. Nissen, eds, Unions and workplace reorganization, 1997: 181
[200] Locke, E.A, and Schweiger. D.M.Participation in decision making: one more look.In: B.M.Staw , eds, Research in organizational behavior Greenwich. CT: JAI Press. 1979, 1: 265
[201] M. H. Sandver. Labor Relations: Process and Outcomes. Boston: Little, Brown and Company, 1987
[202] Mahoney, T.. & Watson, M, Evolving modes of workforce governance an evaluation. In B. Kaufam& Kleiner (Eds), Employee Representation Alternatives and Future Directions(pp. 43-48), Ithaca, NY: ILR Press, 1993
[203] Marchington, M., Wilkinson, A., Ackers, P., Goodman, J. Understanding the meaning of participation; views from the workplace, Human Relations, Vol. 47 No.8, pp.867-94, 1994
[204] McKersie, R.B.Labor-management partnerships: U.S.evidence and implications for Ireland.IBAR, 1996, 17: 1
[205] Michael Poole. Industrial Relations: Origins and Patterns of National Diversity, London; Boston: Routledge&Kegan Paul, 1986.99
[206] Michael Schuster, The Impact of Union-Management Cooperation on Productivity and Employment, Industrial and Labor Relations Review, Vol.36, No. 3 (Apr., 1983). 415-430
[207] Mills, D.Q. Unions, management, and the new workplace.In D.Q.Mills, Labor-management Relations.NY: McGraw-Hill, 1994.109
[208] Mitchell, D., A decade of concession bargaining. In: Kerr, C, Staudoher, P.Eds.. Labor Economics and Industrial Relations, Harvard University Press. 1994
[209] Mitchell, D., Wage pressures and labor shortages: The 1960s and 1980s. Brooking Papers on Economic Activity 2, 191-231, 1989
[210] Murphy, K., Determinants of contract duration in collective bargaining agreements, Industrial and Labor Relations Review 45, 352-365, 1992
[211] Pateman, C.Participation and Democratic Theory, Cambrige, Cambrige University Press. 1970
[212] Philip Lewis, Adrian Thornhill & Mark N. K. Saunders. 雇没员关系：解析雇佣关系. 大连：东北财经大学出版社. 2005.197
[213] Rainnie, A.: Combined and Uneven Development in the Clothing Industry. Capital Class Vol, 22, 1984, 11-29
[214] Reynolds, L. Labor's leaders-Changing to meet the times. Management Review, 1988, 77: 57
[215] Richard D. Rosenberg, Eliezer Rosenstein, Participation and Productivity: an Empirical Study, Industrial and Labor Relations Review, Vol.33, No.3(Apr., 1983), 355-367
[216] Robert Buchele, Jens Christiansen, Labor Relations and Productivity Growth in Advanced Capitalist, Economies Review of Radical Political Economics, 1999, 31(1): 87-110
[217] Sanford M. Jacoby, Union-Management Cooperation in the United States: Lessons from the 1920s, Industrial and Labor Relations Review, Vol.37, No. 1 (Oct., 1983), 18-33
[218] Seymour M.Lipset (ed.). The Encyclopedia of Democracy, London: Routledge, 1995. 609
[219] Sims, S.J. & Sims, R.R. Employee involvement is still the key to successfully managing change.In S.J.Sims and R.R.Sims, Changing the way we manage change.Quorum Books.2002: 33
[220] Sonia Ospina, Allon Yaroni. Understanding Cooperative Behavior in Labor Management Cooperation: A Theory-Building Exercise.Public Administration Review 63 (4), July 2003.455-471
[221] Streeck, Wolfgang. 1992. Social Institutions and Economic Performance: Studies of Industrial Relations in Advanced Capitalist Economies. Newbury Park, Calif. : Sage.
[222] Streeck, Wolfgang. 1991. "On the Institutional Conditions for Diversified Quality Production."pp 21-61 in Beyond Keynesianism: the Socio-Economics of Production and Employment, edited by E. Matzner and W. Streeck. London: Edward Elgar.
[223] Thomas A. Kochan, Harry C. Katz and Robert B. Mckersie. The Transformation of American Industrial Relations. (1986). 2nd ed. ILR Press. 1994.14
[224] Uwe Jirjahn, Stephen C. Smith (2006) What Factors Lead Management to Support or Oppose Employee Participation—With and Without Works Councils? Hypotheses and Evidence from Germany. Industrial Relations: A Journal of Economy and Society, Vol. 45, No. 4, pp. 650-680, October 2006
[225] Verma, A. &Taras, D. G. Employee involvement in the workplace. In M. Gunderson, A. M. Ponak, & D. G. Taras. Union-management relations in Canada. Don Mills, Ont: Addison-Wesley Longman, 2001: 447.
[226] Verma, A. Joint participation programs: Self-help or suicide for labor? Industrial Relations, 1989, 28: 401
[227] Vroman, S, Inflation uncertainty and contract duration, Review of Economics and Statistics , 1989, 71: 677-681
[1]郭堃.职工持股:我国职工民主参与公司治理的理想模式.求实,2006,z4
[1]“两参一改三结合”是1960年3月毛泽东在转发中共鞍山市委《关于工业战线上的技术革新和技术革命运动开展情况的报告》的批示中提出的我国企业管理的一项重要制度,“两参”即干部参加生产劳动,工人参加企业管理;“一改”即改革企业中不合理的规章制度;“三结合”即在技术改革中实行企业领导干部、技术人员、工人三结合的原则。
[1]杨体仁,李丽林.市场经济国家劳动关系——理论·制度·政策.北京:中国劳动社会保障出版社,2000.368
[1]汪光武.劳动股份制:股份制与参与制的结合.中外管理,1994,8:16
[2]陈向聪.公司职工参与制度研究:[博士学位论文].厦门:厦门大学,2001
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.298
[1]Streeck,Wolfgang."On the Institutional Conditions for Diversified Quality Production." 1991.pp21-61 in Beyond Keynesianism:the Socio-Eeonomies of Production and Employment,edited by E.Matzner and W.Streeck.London:Edward Elgar.
[1]周欣等.世界古典管理学家管理法则全书(上).北京:中国社会出版社,1999.66
[1]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003.62
[2]任浩.现代企业组织设计.北京:清华大学出版社,2005
[1]Thomas A.Kochan,Harry C.Katz and Robert B.Mckersie.The Transformation of American Industrial Relatio ns.(1986).2nd ed.ILR Press.1994.14参见吴国存,李新建.人力资源开发与管理概论.天津:南开大学出版社,2001.219-220
[1]M.H.Sandver.Labor Relations:Process and Outcomes.Boston:Little,Brown and Company,1987
[1]Aoki,Masahiko,The Cooperative Game Theory of the Firm,Glarendon Press,Oxford.1984
[2]彼德·德鲁克.管理的实践.齐若兰译.北京:机械工业出版社,2006
[3]程延园.劳动关系.北京:中国人民大学出版社,2002
[4]路易斯·凯尔索.两要素论(Two Factor Theory),1956.网络版
[1]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003.62
[1]汪涛.关于企业支薪制与分享制的比较研究.学术研究,1997,7
[1]Richard D.Rosenberg,Eliezer Rosenstein,Participation and Productivity:an Empirical Study.Industrial and Labor Relations Review,Vol.33,No.3(Apr.,1983),355-367
[2]Michael Schuster,The Impact of Union-Management Cooperation on Productivity and Employment,Industrial and Labor Relations Review,Vol.36,No.3(Apr.,1983),415-430
[1]Cooke.W.N.Labor-Management Cooperation:New Partnerships or Going in Circles?,Kalamazoo,MI:W.E.Upjohn Institute for Employment Research,1990.
[2]Felix R.Fitzroy,Kornelius Kraft,1992,"Forms of Profit Sharing and Firm Performance:Theoretical Foundations and Empirical Problems"
[3]Mahoney,T.,& Watson,M,Evolving modes of workforce governance an evaluation.In B.Kaufam & Kleiner (Eds),Employee Representation Alternatives and Future Directions(pp.43-48),Ithaca,NY:ILR Press,1993
[4]John A.Wagner.Participation's Effects on Performance and Satisfaction:A Reconsideration of Research Evidence.Academy of Management Review,Vol.19,No.2(Apr.,1994),312-330
[1]Robert Buchele,Jens Christiansen,Labor Relations and Productivity Growth in Advanced Capitalist,Economies Review of Radical Political Economics,1999,31(1):87-110
[1]Sanford M.Jacoby,Union-Management Cooperation in the United States:Lessons from the 1920s,Industrial and Labor Relations Review,Vol.37,No.1(Oct.,1983),pp.18-33
[2]Rainnie,A.:Combined and Uneven Development in the Clothing Industry.Capital Class Vol,22,1984,11-29
[1]Cooke.W.N.Labor-Management Cooperation:New Partnerships or Going in Circles?,Kalamazoo,MI:W.E.upjohn Institute for Employment Research,1990.转引自常凯.劳动关系学.北京:中国劳动社会保障出版社.2005
[2]Larry Shetzer.A Social Information Processing Model of Employee Participation.Organization Science,Vol.4,No.2.May 1993.252-268
[3]Elizabeth F,Cabrera,Angel Cabrera,Jaime Ortega,2001."Employee Participation In Europe," Business Economics Working Papers wb010602,Universidad Carlos Ⅲ,Departamento de Economia de la Empresa.
[1]Sonia Ospina,Allon Yaroni.Understanding Cooperative Behavior in Labor Management Cooperation:A Theory-Building Exercise.Public Administration Review 63(4),July 2003.455-471
[2]Uwe Jirjahn,Stephen C.Smith.What Factors Lead Management to Support or Oppose Employee Participation—With and Without Works Councils? Hypotheses and Evidence from Germany.Industrial Relations:A Journal of Economy and Society,Vol.45,No.4,pp.650-680,October 2006
[3]Marchington,M.,Wilkinson,A.,Ackers,P.,Goodman,J.Understanding the meaning of participation;views from the workplace,Human Relations,Vol.47 No.8,pp.867-94,1994
[1]员工参与战略决策是大趋势.http://jiangsu.2pin.cn/news/6505/.2005-07-16
[2]Chris Doucouliagos,Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms:A Meta-Analysis,Industrial and Labor Relations Review,Vol.49,No.1(Oct.,1995),58-77
[1]奥斯卡·拉封丹,克里斯塔·米勒.不要恐惧经济全球化:人人富裕和就业.北京:改革出版社,2000
[2]冯同庆.中国工人的命运——改革以来工人的社会行动.北京:社会科学文献出版社,2002.2
[3]刘帆.企业员工“参与”类型论.武汉市经济管理干部学院学报,2000,2:45-48
[4]向伟基,王玲.关于加强职代会民主监督的思考.大众企业管理,1998,1:24-25
[1]盎格鲁—撒克逊模式又称“新美国模式”,是80年代里根和撒切尔夫人发动新保守主义革命后发展起来的经济模式,这一模式以自由市场经济体制为特征,强调企业的自由经营,摊崇利润至上的企业经营目标。
[2]朱晓阳,陈佩华.职工代表大会:职工利益的制度化表达渠道?开放时代,2003,2:120-132
[3]李宾,张宗浩.职代会在改制国企职工持股计划中的作用浅析.企业家天地,2006,11:43-44
[4]程延园.集体谈判制度研究.北京:中国人民大学出版社,2004
[1]姜俊禄.集体合同制度与职工代表大会制度的关系.中国劳动保障报,2002,0402:3
[2]唐文方.谁来做主——当代中国的企业决策.香港:牛津大学出版社(中国)有限公司,1996
[3]朱柔若.社会变迁中的劳工问题.台湾:扬智文化事业股份有限公司,1998
[4]杨瑞龙,周业安.企业共同治理的经济学分析.北京:经济科学出版社,2001
[1]陈鼎.劳资合作制:公有制的“改革版”——生产关系改革是建立内部有效机制的关键.经济问题,2000,9:16-18
[2]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,3:312-318
[3]洪银兴.合作博弈和企业治理结构的完善.南京大学学报,2003,3:21-27
[4]金莹,李志,唐孝云.民营企业员工参与的影响因素与管理研究.企业活力,2004,7:54-55
[1]朱庆华,王冬岩.我国物流企业员工工作满意度及对员工参与的影响研究.现代管理科学,2005,8:3-5
[2]王彬彬,赵增耀.员工参与管理的影响因素分析.高管参考,2005,4:5-7
[3]宋湛.中国产业民主:基于阿玛蒂亚·森的理论框架的分析.“全球化下的劳资关系和劳工标准”国际研讨会会议论文
[1]吕明.影响职工代表议政会质量的原因及对策.中国劳动关系学院学报,2006,10:111-113
[2]孙月琴,何龙山.员工参与管理的作用机制及其影响因素.科技与管理,2006,2:139-142
[3]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003
[4]冯同庆.国有企业职工参与的国家规范的变化——从利益规范到权利规范的案例研究.工会理论与实践,2003,4:16-19
[1]石秀印.三资企业劳资关系研究——通透国界下的裂离性劳资关系.国家社会科学基金会课题成果.2003
[2]冯同庆.国家、企业、职工之间关系的社会转向——家族企业职工参与的案例研究.工会理论与实践,2004,6:1-5
[1]陆一.员工参与:中国企业改革中被忽视的第三者—兼评OECD《公司治理准则2004版》与《国有企业治理指引(草案)》.北京大军经济观察研究中心.http://www.dajun.com.cn/yuangong.htm(原载于2005年8月号《中国证券期货》)
[2]徐小洪.论劳资关系性质的重新定位——温州私营企业职工对劳资关系认同性调查分析.北京市总工会职工大学学报,2004,6:27-32
[1]武玉芳.在非公有制企业实行职工民主管理的思考——兼论职代会的现状和发展方向.工会论坛,2005,5:15-16
[1]《马克思恩格斯选集》第1卷,第293页
[1]凯尔萨.民主与经济力量.赵曙明译.南京:南京大学出版社,1996.11-12
[2]乔·萨托利.民主新论.北京:东方出版社,1993.11
[3]宋红梅.职工参与企业治理的理论基础与现实选择.经济问题,2006,4:6-11
[1]大卫·P 艾勒曼.民主的公司制.北京:新华出版社,1998.153-164
[2]张坚民.经济民主与国外企业民主管理形式.工会诊坛,2002,2:31-32
[1]刘黎明,张颂梅.“利益相关者”公司治理模式探析.西南政法大学学报,2005,2
[2]陈昆玉,陈昆琼.利益相关者公司治理模式评价.北京邮电大学学报(社会科学版),2002,2:15-18
[3]保罗·赫斯特.从经济到政治.见:加文·凯利,多米尼克·凯利,安德鲁·甘布尔.利害相关者资本主.欧阳英译.重庆:重庆出版社,2001.81
[1]秦勇.以利益相关者理论对职工民主管理的几点思考.工会理论研究,2006,5:12-15
[1]王明杰,郑一山.西方人力资本理论研究综述.中国行政管理,2006,8:92-95
[2]孙爱萍.公司治理结构与公司利益相关者理论问题研究.北京联合大学学报,2003,2:54-57
[3]王明杰,郑一山.西方人力资本理论研究综述.中国行政管理,2006,8:92-95
[1]王基建,涂晓笑.人力资本产权的归属与激励方式探讨.武汉科技学院学报,2006,7:66-68
[2]黎煦.中国劳动力市场变迁的产权经济学分析:[博士学位论文].杭州:浙江大学博士论文,2005
[1]侯玉莲.行为科学的奠基人:乔治·埃尔顿·梅奥.保定:河北大学出版社,2005
[2]侯玉莲.行为科学的奠基人:乔治·埃尔顿·梅奥.保定:河北大学出版社,2005
[1]刘继云,孙绍荣.行为科学理论研究综述.金融教学与研究,2005,5:36-37
[1]E·博登海默.法理学——法律哲学与法律方法.邓正来译.北京:中国政法大学出版社,1999.264
[2]罗尔斯.正义论.何怀宏译.北京:中国社会科学出版社,1988.56
[1]阿玛蒂亚·森.伦理学与经济学.北京:商务印书馆,2000
[2]宋湛.中国产业民主:基于阿玛蒂亚·森的理论框架的分析.“全球化下的劳资关系和劳工标准”国际研讨会会议论文,2006
[1]张荣芳.浅论我国职工民主管理制度的法律完善.法学评论,2000,2:108
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.81-82
[1]俞可平,治理与善治,北京:社会科学文献出版社,2000
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[2]常凯.劳权论:当代中国劳动关系的法律调整研究.北京:中国劳动出版社.2004
[1]朱必祥.人力资本与新型企业产权制度.北京:中国经济出版社,2007.241
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.99
[2]陈国强,石奕龙.简明文化人类学辞典.杭州:浙江人民出版社,1990
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.100
[2]陆学艺.当代中国社会阶层研究报告.北京:社会科学文献出版社,2002.178
[1]黄一鸿.内部劳动力市场理论及在我国企业的适用性.环渤海经济瞭望,2004,11:43-45
[2]王彬彬,赵增耀.员工参与管理的影响因素分析.高管参考,2005,4:5-7
[1]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,3:312-318
[1]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.59-60
[1]杨河清.劳动经济学.北京:中国人民大学出版社.2006.394-397
[1]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.372
[2]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.376
[1]陶文昭.信息时代的民主参与.社会科学研究,2006,2:52-56
[2]常凯.WTO、劳工标准与劳动权益保障.中国社会科学,2002,1:126-134
[1]房宁,冯钺.西方民主的起源及相关问题.政治学研究,2006.4:11-17
[1]安维复,杨素群.论社会意识形式和社会意识形态.吉林大学社会科学学报,1997,6:37-42
[2]林牧.中国社会意识的权贵化.2002.3.5.http://www.xianqiao.net:8080/gb/2/4/1/n180557.htm
[1]程延园.劳动关系.北京:人民大学出版社,2002.151
[2]Michael Poole.Industrial Relations:Origins and Patterns of National Diversity,London;Boston:Routledge &Kegan Paul,1986.99
[1]约翰·W.巴德.人性化的雇佣关系——效率、公平发言权之间的平衡.解格先,马振英译,北京:北京大学出版社,2007.41
[1]常凯.劳动关系·劳动者·劳权——当代中国的劳动问题.北京:中国劳动出版社,1995.16
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.50
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.158
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.197-201
[2]Bill Taylor,ChangKai,LiQi.Industrial Relations in China,Edward Elgar Publishing,Inc.2003.32-38
[3]有关5P理论的解释参见前文第三章的相关内容。
[1]常凯.劳权论——当代中国劳动关系的法律调整研究.北京:中国劳动社会保障出版社,2004.307
[1]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.384
[1]Verma,A.& Taras,D.G.Employee involvement in the workplace.In M.Gunderson,A.M.Ponak,& D.G.Taras.Union-management relations in Canada.Don Mills,Ont:Addison-Wesley Longman,2001:447.
[2]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000.380
[1]赵祖平.WTO时代的政府与劳动关系.工会理论与实践,2002,6:11
[1]冯同庆.国有企业职工参与的国家规范的变化——从利益规范到权利规范的案例研究.工会理论与实践,2003,4:16-19
[1]行为经济学挑战传统经济学.http://www.cnpsy.net/ReadNews.asp?NewsID=3900 中国心理学家网
[1]Pateman,C.Pariticipation and Democratic Theory,Cambrige,Cambrige University Press.1970
[2]徐小洪.试论“工人参与管理”制度的评估体系.北京市总工会职工大学学报,2003,3;11-14
[1]程延同.劳动关系.北京:人民大学出版社,2002.221
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[2]劳动和社会保障部劳动科学研究所课题组.企业社会责任运动及产生背景.经济研究参考,2005
[1]Streeck,Wolfgang.1992.Social Institutions and Economic Performance:Studies of Industrial Relations in Advanced Capitalist Economies.Newbury Park,Calif.:Sage.
[1]乔·萨托利.民主新论.冯克利,阎克文译.北京:东方出版社,1998.246
[2]徐小洪.劳动关系运行成本分析.工会理论与实践,2001,2:42-46
[3]查尔斯·林布隆.政策制定过程.朱国斌译.北京:华夏出版社,1988.30
[4]查尔斯·林布隆.政策制定过程.朱国斌译.北京:华夏出版社,1988.30
[5]赵波.民主政治决策成本——收益分析.[硕士学位论文].大连:辽宁师范大学,2005
[1]柯武刚,史漫飞.制度经济学—社会秩序与公共政策.韩朝华译.北京:商务印书馆,2000.64
[1]迈克尔·比尔.管理人力资本.程化译.北京:华夏出版社,1998
[2]大桥昭一,奥田幸助,奥林康司.经营参加的思想.有斐阁新书,1979.149
[3]徐小洪.劳动关系运行成本分析.工会理论与实践,2001,2:42-46
[1]密尔.代议制政府.汪瑄译.北京:商务印书馆,1982
[1]佘云霞.美国西部港口劳资纠纷之博弈分析.工会理论与实践,2004,6:48-53
[2]佘云霞.美国西部港口劳资纠纷之博弈分析.工会理论与实践,2004,6:48-53
[1]Chris Doucouliagos,Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms:A Meta-Analysis,Industrial and Labor Relations Review,Vol.49,No.1(Oct.,1995),58-77
[2]Lawler E.E.Ⅲ,Mohrman,S.& Ledford,G.E Jr.Employee involvement and total quality management:practices and results in fortune 1000 companies.Jossey-Bass Publications,1992
[1]Derek C.Jones& Svejnar.The Productivity Effects of Worker Directors and Financial Participation by Employees in the Firm:The Case of British Retail Cooperatives,Industrial and Labor Relations Review,1987.79-92.Cornell University,School of Industrial & Labor Relations.
[1]Downs,A,An economic theory of democracy.New York:Harper and Row,1957
[1]邓燕萍.关于企业民主管理的障碍分析.企业经济,2000,9:65-67
[2]赵鼎新.集体行动、搭便车理论与形式社会学方法.社会学研究,2006,1:1-21
[1]曼瑟尔·奥尔森.集体行动的逻辑.陈郁,郭宇峰,李崇新译.上海:上海三联书店,上海人民出版社,2004.2
[1]有关制度之间的相互关系,可参见L.E.戴维斯(1991),黄少安(1995),柯武刚、史漫飞(2000),青木昌彦(2001)以及张旭昆(2002)等的相关解释。
[1]胡汝银.低效率经济学:集权体制理论的重新思考.上海:上海三联书店,1992.52
[1]龚基云.转型期中国劳动关系研究.合肥:安徽人民出版社.2006.102
[1]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005.123
[2]胡正荣,黄新民,王宇.企业文化:现代企业之魂.北京:中国水利水电出版社,1995.39
[1]陈志刚.学习刘少奇工人运动理论切实维护职工的合法经济权益.中国工运,1998,12
[2]刘晶芳.土地革命战争时期刘少奇对白区工运策略的探索.江汉论坛,2000,2
[3]“一长制”也叫厂长(或经理)负责制。厂长(或经理)由国家委派,并向国家负责,是企业经营管理的最高领导人;在企业内部,则实行层层负责制。
[1]刘俊海.公司的社会责任.北京:法律出版社,1999.205-206
[2]对“鞍钢宪法”的两种对立认识参见:高华.鞍钢宪法的历史真实与‘政治正确性'.二十一世纪,20004
[1]张允美.中国职工代表大会制与职工参与模式的政治学分析.北京行政学院学报,2003,1
[1]张允美.中国职工代表大会制与职工参与模式的政治学分析.北京行政学院学报,2003,1
[1]王绍光,何建宇.中国的社团革命——勾勒中国人的结社的全景图.http://www.studa.net/zhengzhi/051228/1045310.html(原载于浙大学刊)
[1]见《全民所有制工业企业职工代表大会条例》第二章第四条
[1]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005.125
[1]朱必祥.戴宏伟.詹婧.加强我国劳动力市场秩序建设的思考.南京理工大学学报,2004,4:47-50
[2]李伯侨,林碧艳.国有企业职代会改革刍议.现代法学,1998,6:93-96
[1]祁华清.试论内部职工参与企业治理结构的意义.商业时代,2005,14:34-35
[1]王雪梅.公司职工参与的法律制度研究:[硕士学位论文].青岛:中国海洋大学,2005
[2]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[1]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[1]刘迎祥.浅析现代企业制度中的职工民主管理.工人日报,2005,1028
[1]王跃生.天下没有免费午餐——改革成本问题研究与国际比较.北京:中国财经出版社,1999.153
[1]张迎春,姜建斌.制度变迁的方式与中国经济体制转轨的选择.辽宁师范大学学报,2000,11:18-20
[1]靳涛.制度变迁的科学范式和动力分析.生产力研究,2003,1:68-70
[1]邓大才.论当前我国制度供给现状及制度变迁方式的转换.江苏社会科学,2002,6:67-72
[1]沈芝.浅析欧洲民主的渊源.历史教学,2003,11:64-66
[1]Philip Lewis,Adrian Thornhill & Mark N.K.Saunders.雇员关系:解析雇佣关系.东北财经大学出版社.2005年11月版.197
[2]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[1]经济全球化对国际工人和工会运动的影响.中华全国总工会新闻.http://www.china.com.cn/gonghui/zhuanti/2008-01/04/content_9479196.htm.2008-01-04
[1]蒋一苇,黄绍辉.企业民主管理的理论与实践.北京:中国劳动出版社,1991.38
[1]完颜绍华,许庆瑞.美国企业职工参与管理组织形式的演变.电子科技大学学报社科版,2001,2:106-108
[1]完颜绍华,许庆瑞.美国企业职工参与管理组织形式的演变.电子科技大学学报社科版,2001,2:106-108
[1]张文兵.对员工持股计划的理解和思考.2003-12-05.http://www.jjxj.com.cn/news_detail.jsp?keyno=2078
[1]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[1]王雪梅.公司职工参与的法律制度研究:[硕士学位论文].青岛:中国海洋大学,2005
[1]范建,张萱.德国法中雇员参与公司决策制度.外国法译评,1996,3
[1]列青.简述西欧国家职工民主参与.工会理论研究,2004,5:20-22
[1]蒋一苇,黄绍辉.企业民主管理的理论与实践.北京:中国劳动出版社,1991.245-246
[1]陈大柴.外国工人民主参与企业管理制度探析.厦门特区党校学报,2003,2:26-29
[1]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004.332
[1]戴维·加尔森.神话与现实.北京:中国工人出版社,1985.8
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.300
[2]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.300
[3]Downs,P.Identify crisis:unions in the workplace of the future.In B.Nissen(Ed.),Unions and workplace reorganization.Detroit:Wayne State University Press,1997:93.
[1]Geary,J.F.New forms of work organization:still limited,still controlled,but still welcome?.In P.Edwards (Ed.),Industrial relations:theory and practice.2003:338
[2]Verma,A.& Taras,D.G.Employee involvement in the workplace.In M.Gunderson,A.M.Ponak,& D.G.Taras.Union-management relations in Canada.Don Mills,Ont:Addison-Wesley Longman,2001:447.
[3]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.300
[1]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005.302
[1]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005
[1]张旭昆.制度系统的关联性特征.浙江社会科学,2003,4:79-84
[2]张旭昆.制度系统的关联性特征.浙江社会科学,2003,4:79-84
[1]“制度束”源于制度经济学中的说法,意指制度集合或制度体系。
[1]阿玛蒂亚·森.伦理学与经济学.北京:商务印书馆,2000
[2]安维复,杨素群.论社会意识形式和社会意识形态.吉林大学社会科学学报,1997,6:37-42
[3]奥岛孝康.市场经济与职工参与.白国栋译.外国法评议,1994,3:46
[4]奥斯卡·拉封丹,克里斯塔·米勒.不要恐惧经济全球化:人人富裕和就业.北京:改革出版社,2000
[5]保罗·赫斯特.从经济到政治.见:加文·凯利,多米尼克·凯利,安德鲁·甘布尔.利害相关者资本主.欧阳英译.重庆:重庆出版社,2001
[6]彼德·德鲁克.管理的实践.北京:机械工业出版社,2006
[7]博登海默.法理学——法律哲学与法律方法.邓正来译.北京:中国政法大学出版社,1999
[8]查尔斯·林布隆.政策制定过程.朱国斌译,北京:华夏出版社,1988
[9]常凯.WTO、劳工标准与劳动权益保障.中国社会科学,2002,1:126-134
[10]常凯.劳动关系、劳动者、劳权——当代中国劳动问题.北京:中国劳动出版社,1995
[11]常凯.劳动关系学.北京:中国劳动社会保障出版社,2005
[12]常凯.劳权论:当代中国劳动关系的法律调整研究.北京:中国劳动出版社,2004
[13]陈大柴.外国工人民主参与企业管理制度探析.厦门特区党校学报,2003,2:26-29
[14]陈鼎.劳资合作制:公有制的“改革版”——生产关系改革是建立内部有效机制的关键.经济问题,2000,9:16-18
[15]陈国强,石奕龙.简明文化人类学辞典.杭州:浙江人民出版社,1990
[16]陈昆玉,陈昆琼.利益相关者公司治理模式评价.北京邮电大学学报(社会科学版),2002,2:15-18
[17]陈向聪.公司职工参与制度研究:[博士学位论文].厦门:厦门大学,2001
[18]陈向聪.职工参与概念探析.福建政法管理干部学院学报,2002,1:12
[19]陈志刚.学习刘少奇工人运动理论切实维护职工的合法经济权益.中国工运,1998,12
[20]程延园.集体谈判制度研究.北京:中国人民大学出版社,2004
[21]程延园.劳动关系.北京:中国人民大学出版社,2002
[22]崔义,崔生祥.企业民主管理通论.北京:企业管理出版社,1990
[23]大桥昭一,奥田幸助,奥林康司.经营参加的思想.有斐阁新收,1979
[24]大卫·P·艾勒曼.民主的公司制.李大光译.北京:新华出版社,1998
[25]大卫·桑普斯特福特等.劳动经济学前沿问题.卢昌崇等译.北京:中国税务出版社,2000
[26]戴维·加尔森.神话与现实.北京:中国工人出版社,1985
[27]丹尼尔·贝尔.资本主义文化矛盾(1976).赵一凡等译.上海:上海三联书店,1989
[28]邓大才.论当前我国制度供给现状及制度变迁方式的转换.江苏社会科学,2002,6:67-72
[29]邓燕萍.关于企业民主管理的障碍分析.企业经济,2000,9:65-67
[30]杜漪,张彦纯.西方国家企业的“经济参与”制度.中外经济与管理,1994,10:21
[31]段郴群.论泰罗的合作机制及其借鉴意义.行政论坛.2002,1:50-52
[32]范建,张萱.德国法中雇员参与公司决策制度.外国法译评,1996,3
[33]房宁,冯钺.西方民主的起源及相关问题.政治学研究,2006,4:11-17
[34]冯同庆.国有企业职工参与的国家规范的变化——从利益规范到权利规范的案例研究.工会理论与实践,2003,4:16-19
[35]冯同庆.中国工人的命运——改革以来工人的社会行动.北京:社会科学文献出版社,2002
[36]冯同庆.中国经验:转型社会的企业治理与职工民主参与.北京:社会科学文献出版社,2005
[37]高新会.重建国有企业职工的主人翁法律地位.暨南学报,2001,3
[38]龚基云.转型期中国劳动关系研究.合肥:安徽人民出版社,2006
[39]郭咸纲.西方管理思想史.北京:经济管理出版社,2005
[40]洪银兴.合作博弈和企业治理结构的完善.南京大学学报,2003,3:21-27
[41]侯玉莲.行为科学的奠基人:乔治·埃尔顿·梅奥.保定:河北大学出版社,2005
[42]胡汝银.低效率经济学:集权体制理论的重新思考.上海:上海三联书店,1992
[43]胡正荣,黄新民,王宇.企业文化:现代企业之魂.北京:中国水利水电出版社,1995
[44]黄文扬.国内外民主理论要览.北京:中国人民大学出版社,1990
[45]黄一鸿.内部劳动力市场理论及在我国企业的适用性.环渤海经济瞭望,2004,11:43-45
[46]霍华德·威亚尔达.新兴国家的政治发展——第三世界还存在吗?刘青,牛可译.北京:北京大学出版社,2005
[47]姜俊禄.集体合同制度与职工代表大会制度的关系.中国劳动保障报,2002,0402:3
[48]蒋一苇,黄绍辉.企业民主管理的理论与实践.北京:中国劳动出版社,1991
[49]金莹,李志,唐孝云.民营企业员工参与的影响因素与管理研究.企业活力,2004,7:54-55
[50]靳涛.制度变迁的科学范式和动力分析.生产力研究,2003,1:68-70
[51]经济全球化对国际工人和工会运动的影响.中华全国总工会新闻.http://www.china.com.cn/gonghui/zhuanti/2008-01/04/content_9479196.htm.2008-01-04
[52]凯尔萨.民主与经济力量.赵曙明译.南京:南京大学出版社,1996
[53]柯武刚,史漫飞.制度经济学——社会秩序与公共政策.韩朝华译.北京:商务印书馆,2000
[54]劳动和社会保障部劳动科学研究所课题组.企业社会责任运动及产生背景.经济研究参考,2005
[55]黎煦.中国劳动力市场变迁的产权经济学分析:[博士学位论文]杭州:浙江大学,2005
[56]李宾,张宗浩.职代会在改制国企职工持股计划中的作用浅析.企业家天地,2006,11:43-44
[57]李伯侨,林碧艳.国有企业职代会改革刍议.现代法学,1998,6:93-96
[58]李敏.雇佣双赢——私营企业雇佣冲突管理.北京:经济科学出版社,2003
[59]李友梅、孙立平、沈原.当代中国社会分层:理论与实证.北京:社会科学文献出版社,2006
[60]李忠民.人力资本:一个理论框架及其中国一些问题的解释.北京:经济科学出版社,1999
[61]列青.简述西欧国家职工民主参与.工会理论研究,2004,5:20-22
[62]林牧.中国社会意识的权贵化.2002.3.5.http://www.xianqiao.net:8080/gb/2/4/1/n180557.htm
[63]刘帆.企业员工“参与”类型论.武汉市经济管理干部学院学报,2000,2:45-48
[64]刘继云,孙绍荣.行为科学理论研究综述.金融教学与研究,2005,5:36-37
[65]刘晶芳.土地革命战争时期刘少奇对白区工运策略的探索.江汉论坛,2000,2
[66]刘俊海.公司的社会责任.北京:法律出版社,1999
[67]刘黎明,张颂梅.“利益相关者”公司治理模式探析.西南政法大学学报,2005,2
[68]刘连煌.公司治理与公司社会责任.北京:中国政法大学出版社,2001
[69]刘迎祥.浅析现代企业制度中的职工民主管理.工人日报,2005,1028
[70]刘元文.相容与相悖——当代中国的职工民主参与研究.北京:中国劳动社会保障出版社,2004
[71]卢昌崇.公司治理机构及新、老三会关系论.经济研究,1994,11
[72]陆学艺.当代中国社会阶层研究报告.北京:社会科学文献出版社,2002
[73]陆一.员工参与:中国企业改革中被忽视的第三者——兼评OECD《公司治理准则2004版》与《国有企业治理指引(草案)》.北京大军经济观察研究中心.http://www.dajun.com.cn/yuangong.htm(原载于2005年8月号《中国证券期货》)
[74]路易斯·凯尔索,帕特里西亚·凯尔萨.民主与经济力量.赵曙明译.南京:南京大学出版社,1996
[75]路易斯·凯尔索.两要素论(Two Factor Theory).1956.网络版
[76]吕明.影响职工代表议政会质量的原因及对策.中国劳动关系学院学报,2006,10:111-113
[77]罗尔斯著.正义论.何怀宏译.北京:中国社会科学出版社,1988.56
[78]罗培新.我国职工参与管理制立法缺漏及其完善.中央政法管理干部学院学报,
[79]马丁·L·韦茨曼.分享经济.林青松译.北京:中国经济出版社,1986
[80]马俊驹,聂德宗.公司法人治理结构的当代发展.法学研究,2000,2
[81]马克思恩格斯选集第1卷,第293页
[82]马克斯·韦伯.经济与社会(下卷).北京:商务印书馆,1997
[83]迈克尔·比尔.管理人力资本.程化译.北京:华夏出版社,1998
[84]曼瑟尔·奥尔森.集体行动的逻辑.陈郁,郭宇峰,李崇新译.上海:上海三联书店,上海人民出版社,2004
[85]梅滇实.现代公司机关权力、构造论:公司治理结构的法律分析.北京:中国政法大学出版社,1996
[86]密尔.代议制政府.汪瑄译.北京:商务印书馆,1982
[87]聂德宗.公司法人治理结构的立法模式及发展趋势.法学评论,2000,6
[88]聂德宗.人力资本所有权理论与实践探析.人文杂志,1998,5
[89]帕特利霞·H.威尔汉,塔拉·J.拉丁,及诺曼·E.博威.就业和员工权利.杨恒达译,北京:北京大学出版社,2005
[90]祁华清.国外工业民主模式与我国职工参与制度选择.中州学刊,2002,5:18-21
[91]祁华清.试论内部职工参与企业治理结构的意义.商业时代,2005,14:34-35
[92]乔·萨托利.民主新论.冯克利,阎克文译,北京:东方出版社,1998
[93]秦勇.以利益相关者理论对职工民主管理的几点思考.工会理论研究,2006,5:12-15
[94]余云霞.美国西部港口劳资纠纷之博弈分析.工会理论与实践,2004,6:48-53
[95]沈芝.浅析欧洲民主的渊源.历史教学,2003,11:64-66
[96]盛洪.现代制度经济学.北京:北京大学出版社.2003
[97]石少侠,王福友.论公司职工参与权.法制与社会发展.1999,3
[98]石秀印.三资企业劳资关系研究——通透国界下的裂离性劳资关系.国家社会科学基金会课题成果.2003
[99]宋红梅.职工参与企业治理的理论基础与现实选择.经济问题,2006,4:6-11
[100]宋湛.中国产业民主:基于阿玛蒂亚·森的理论框架的分析.“全球化下的劳资关系和劳工标准”国际研讨会会议论文,2006
[101]孙爱萍.公司治理结构与公司利益相关者理论问题研究.北京联合大学学报,2003,2:54-57
[102]孙月琴,何龙山.员工参与管理的作用机制及其影响因素.科技与管理,2006,2:139-142
[103]泰罗.科学管理原理.北京:中国社会科学出版社.1984
[104]唐文方.谁来做主——当代中国的企业决策.香港:牛津大学出版社(中国)有限公司,1996
[105]陶文昭.信息时代的民主参与.社会科学研究,2006,2:52-56
[106]陶文忠.社会转型中的劳动关系结构冲突与均衡——关于中国工会制度的一个分析视角:[博士学位论文].北京:中国人民大学,2007
[107]完颜绍华,许庆瑞.美国企业职工参与管理组织形式的演变.电子科技大学学报社科版,2001,2:106-108
[108]汪光武.劳动股份制:股份制与参与制的结合.中外管理,1994,8:16
[109]汪涛.关于企业支薪制与分享制的比较研究.学术研究.1997,7
[110]王彬彬,赵增耀.员工参与管理的影响因素分析.高管参考,2005,4:5-7
[111]王基建,涂晓笑.人力资本产权的归属与激励方式探讨.武汉科技学院学报,2006,7:66-68
[112]王明杰,郑一山.西方人力资本理论研究综述.中国行政管理,2006,8:92-95
[113]王全兴.职工参与制度探微.中国劳动科学,1995,7:12
[114]王绍光,何建宇.中国的社团革命——勾勒中国人的结社的全景图.http://www.studa.net/zhengzhi/051228/1045310.html(原载于浙大学刊)
[115]王雪梅.公司职工参与的法律制度研究:[硕士学位论文].青岛:中国海洋大学,2005
[116]王跃生.天下没有免费午餐——改革成本问题研究与国际比较.北京:中国财经出版社,1999
[117]巫继学.劳资关系的和谐是最大的和谐.人本经济学—自主劳动网.http://www.economics.com.cn/Article/ArticleShow.asp?ArticleID=370
[118]吴淑混,席酉民.公司治理与中国企业改革.北京:机械工业出版社,2000
[119]武玉芳.在非公有制企业实行职工民主管理的思考——兼论职代会的现状和发展方向.工会论坛,2005,5:15-16
[120]向伟基,王玲.关于加强职代会民主监督的思考.大众企业管理,1998,1:24-25
[121]谢玉华,何包钢.西方工业民主和员工参与研究述评.经济社会体制比较,2007,2:138-146
[122]行为经济学挑战传统经济学.http://www.cnpsy.net/ReadNews.asp?NewsID=3900中国心理学家网
[123]徐小洪.劳动关系运行成本分析.工会理论与实践,2001,2:42-46
[124]徐小洪.论劳资关系性质的重新定位——温州私营企业职工对劳资关系认同性调查分析.北京市总工会职工大学学报,2004,6:27-32
[125]徐小洪.试论“工人参与管理”制度的评估体系.北京市总工会职工大学学报,2003,3:11-14
[126]杨河清.劳动经济学.北京:中国人民大学出版社.2006.394-397
[127]杨瑞龙,周业安.论利益相关者合作逻辑下的企业共同治理机制.中国工业经济,1998,1
[128]杨瑞龙,周业安.企业共同治理的经济学分析.北京:经济科学出版社,2001
[129]杨体仁,李丽林.市场经济国家劳动关系.北京:中国劳动社会保障出版社,2000
[130]俞可平.治理与善治.北京:社会科学文献出版社,2000
[131]员工参与战略决策是大趋势.http://jiangsu.2pin.cn/news/6505/.2005-07-16
[132]苑鹏.荷兰公司雇员参与制及其启示.管理世界,1999,1
[133]约翰·W.巴德.人性化的雇佣关系——效率、公平与发言权之间的平衡.解格先,马振英译,北京:北京大学出版社,2007
[134]张坚民.经济民主与国外企业民主管理形式.工会论坛,2002,2:31-32
[135]张靖云.利益相关者理论研究综述.齐鲁珠坛,2007,5:14-16
[136]张开平.英美公司董事法律制度研究.北京:法律出版社,1998
[137]张民安.公司法上的利益平衡.北京:北京大学出版社,2003
[138]张荣芳.浅论我国职工民主管理制度的法律完善.法学评论,2000,2:108
[139]张维迎.博弈论与信息经济学.上海:上海三联出版社,1996
[140]张文兵.对员工持股计划的理解和思考.2003-12-05.http://www.jjxj.com.cn/news_detail.jsp?keyno=2078
[141]张旭昆.制度系统的关联性特征.浙江社会科学,2003,4:79-84
[142]张迎春,姜建斌.制度变迁的方式与中国经济体制转轨的选择.辽宁师范大学学报,2000,11:18-20
[143]张允美.中国职工代表大会制与职工参与模式的政治学分析.北京行政学院学报,2003.1
[144]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,3:312-318
[145]张仲福.联邦德国企业制度.北京:中国法制出版社,1999
[146]赵波.民主政治决策成本——收益分析:[硕士学位论文].大连:辽宁师范大学,2005
[147]赵鼎新.集体行动、搭便车理论与形式社会学方法.社会学研究,2006,1:1-21
[148]赵祖平.WTO时代的政府与劳动关系.工会理论与实践,2002,6:11
[149]周超.职工参与制度法律问题研究:[博士学位论文].重庆:西南政法大学,2005
[150]周舫.股份制企业中的民主管理.中外法学,1995,6
[151]周欣等.世界古典管理学家管理法则全书(上).北京:中国社会出版社,1999.66
[152]中华人民共和国劳动合同法.北京:人民出版社,2007
[153]朱必祥,戴宏伟,詹婧.加强我国劳动力市场秩序建设的思考.南京理工大学学报,2004,4:47-50
[154]朱必样.人力资本与新型企业产权制度.北京:中国经济出版社,2007
[155]朱庆华,王冬岩.我国物流企业员工工作满意度及对员工参与的影响研究.现代管理科学,2005,8:3-5
[156]朱柔若.社会变迁中的劳工问题.台湾:扬智文化事业股份有限公司,1998
[157]朱晓阳,陈佩华.职工代表大会:职工利益的制度化表达渠道?开放时代,2003,2:120-132
[158]Abbott,J.& Rose,W.Time for a reality check.The Journal for Quality and Participation,1993,16:58
[159]Archie B.Carroll Ann K.Buchholtz.企业与社会、伦理与利益相关者管理.北京:机械工业出版社,2004
[160]Angel Cabrera,Elizabeth F.Cabrera,Sebastian Barajas.Organizational culture as a determinant of technology assimilation.99(12),46
[161]Angel,H.L.& Perry,J.Dual commitment and labor-management relationship climate.Academy of Management Journal,1986,29:31
[162]Aoki,Masahiko,The Cooperative Game Theory of the Firm,Glarendon Press,Oxford.1984
[163]Bamberger,A P.Kluger,N.A.& Ronena S.The antecedents and consequences of union commitment:A meta—analysis.Academy of Management Journal.1999,42:314
[164]Bill Taylor,ChangKai,LiQi.Industrial Relations in China,Edward Elgar Publishing,Inc.2003.32-38
[165]Canzoneri,B.,Labor contracts and monetary policy,Journal of Monetary Economics 6,241-255,1980
[166] Chris Doucouliagos, Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms: A Meta-Analysis, Industrial and Labor Relations Review, Vol.49, No. 1 (Oct., 1995), 58-77
[167] Christofides, L., The impact of controls on wage contract duration, Economic Journal 95. 161-168, 1985
[168] Cooke, W.N. Product quality improvement through employee participation.Industnal & Labor Relations Review, 1992, 46: 119
[169] Cooke, W.N.Employee participation programs, group-based incentives, and company performance: A union-nonunion comparison. Industrial & Labor Relations Review, 1994.47: 594
[170] Cooke, W.N.Labor-Management Cooperation: New Partnership or Going in Circles? Kalamazoo, MI: W.E.Upjohn Institute for Employment Research, 1990
[171] Costanza, A.J. Participation action research: A view from the ACTWU. The American Behavioral Scientist, 1989, 32: 566
[172] Dachler, P.H. & Wilpert, B.Conceptual dimensions and boundaries of participation in organizations: A critical evaluation.Administrative Science Quarterly, 1978, 23: 1
[173] Danzinger, L., Real shocks, efficient risk sharing, and the duration of labor contracts, Quarterly Journal of Economics 103, 435-440, 1988
[174] David M. Gordon, Fat and Mean, The Free Press, 1996, 148, 150, 159, 163, 170
[175] Derek C. Jones& Svejnar.The Productivity Effects of Worker Directors and Financial Participation by Employees in the Firm: The Case of British Retail Cooperatives, Industrial and Labor Relations Review, 1987. 79-92.Cornell University, School of Industrial & Labor Relations.
[176] Downs, A. An economic theory of democracy. New York: Harper and Row, 1957
[177] Downs, P. Identify crisis: Unions in the workplace of the future. In B. Nissen (Ed), Unions and workplace reorganization. Detroit: Wayne State University Press, 1997: 93.
[178] Eaton, A.E. The survival of employee participation programs in unionized settings. Industrial & Labor Relations Review, 1994, 47: 371
[179] Eaton, A.E.The extent and determinants of local union control of participative programs.Industrial & Labor Relations Review, 1990, 43: 604.
[180] Elizabeth F, Cabrera, Angel Cabrera, Jaime Ortega, 2001. "Employee Participation In Europe, " Business Economics Working Papers wb010602, Universidad Carlos III, Departamento de Economia de la Empresa
[181] Felix R. Fitzroy, Kornelius Kraft, 1992, "Forms of Profit Sharing and Firm Performance: Theoretical Foundations and Empirical Problems"
[182] Freeman, R.B. & Kleiner, M.M. Who benefits most from employee involvement: firms or workers.The American Economic Review, 2000, 90: 219
[183] Freeman, R.B. & Medoff, J.L. What do unions do? NY: Basic Books, 1984
[184] Freeman, R.B. & Rogers. J.What workers want. Ithaca, NY: Cornell University Press. 1999
[185] Geary, J. F. New forms of work organization: still limited, still controlled, but still welcome? . In P. Edwards (Ed), Industrial relations: theory and practice. 2003: 338
[186] Gray, J.F., On indexation and contract length, Journal of Political Economy 86, 1—18. 1978
[187] Harris, M., Holmstro¨m, B., On the duration of agreements, International Economic Review 28, 389-406, 1987
[188] Hyman, J.& Mason, B. Managing Employee involvement and participation, Sage publications, 1995
[189] Jacoby, S., Mitchell, D., Employer preferences for long-term union contracts, Journal of Labor Research 5, 215-228, 1984
[190] John A. Wagner. Participation's Effects on Performance and Satisfaction: A Reconsideration of Research Evidence. Academy of Management Review, Vol. 19, No. 2 (Apr., 1994), 312-330
[191] John T. Dunlop. Industrial Relations Systems (1958), Revised Edition. Harvard Business School Press, 48, 1993.
[192] Kelly, A.&Hourihan, F. Employee participation.In: T.V.Murphy & W.K.Roche, eds, Irish industrial relations in practice.Dublin: Oak Tree Press, 1994
[193] Kelly, M.R. & Harrison, B. Unions, technology, and Labor-management cooperation. In: L.Mishel & P.B.Voos, eds, Unions and economic competitiveness. Armonk, N.Y.: M.E.Sharpe, 1992: 247
[194] Koch, J.L. & Fox.C.L. The industrial relations setting, organizational forces, and the form and content of worker participation.Academy of Management, 1978. 3: 572
[195] Kochan, T.A. Harry C.K. & Nancy R.M. Worker participation and American unions: threat or opportunity.Kalamazoo, Mich.: W.E.Upjohn Institute for Employment Research, 1984
[196] Lansbury, R.D. & Davis, E.M. Employee Participation: some Australian Cases.International Labor Review, 1992, 131: 231
[197] Larry Shetzer.A Social Information Processing Model of Employee Participation.Organization Science, Vol. 4, No. 2.May 1993.252-268
[198] Lawler E.E.III. Mohrman, S.& Ledford, G.E Jr. Employee involvement and total quality management: practices and results in fortune 1000 companies.Jossey-Bass Publications, 1992
[199] Lazes, P.& Savage, J. New unionism and the workplace of the future.In: B. Nissen, eds, Unions and workplace reorganization, 1997: 181
[200] Locke, E.A, and Schweiger. D.M.Participation in decision making: one more look.In: B.M.Staw , eds, Research in organizational behavior Greenwich. CT: JAI Press. 1979, 1: 265
[201] M. H. Sandver. Labor Relations: Process and Outcomes. Boston: Little, Brown and Company, 1987
[202] Mahoney, T.. & Watson, M, Evolving modes of workforce governance an evaluation. In B. Kaufam& Kleiner (Eds), Employee Representation Alternatives and Future Directions(pp. 43-48), Ithaca, NY: ILR Press, 1993
[203] Marchington, M., Wilkinson, A., Ackers, P., Goodman, J. Understanding the meaning of participation; views from the workplace, Human Relations, Vol. 47 No.8, pp.867-94, 1994
[204] McKersie, R.B.Labor-management partnerships: U.S.evidence and implications for Ireland.IBAR, 1996, 17: 1
[205] Michael Poole. Industrial Relations: Origins and Patterns of National Diversity, London; Boston: Routledge&Kegan Paul, 1986.99
[206] Michael Schuster, The Impact of Union-Management Cooperation on Productivity and Employment, Industrial and Labor Relations Review, Vol.36, No. 3 (Apr., 1983). 415-430
[207] Mills, D.Q. Unions, management, and the new workplace.In D.Q.Mills, Labor-management Relations.NY: McGraw-Hill, 1994.109
[208] Mitchell, D., A decade of concession bargaining. In: Kerr, C, Staudoher, P.Eds.. Labor Economics and Industrial Relations, Harvard University Press. 1994
[209] Mitchell, D., Wage pressures and labor shortages: The 1960s and 1980s. Brooking Papers on Economic Activity 2, 191-231, 1989
[210] Murphy, K., Determinants of contract duration in collective bargaining agreements, Industrial and Labor Relations Review 45, 352-365, 1992
[211] Pateman, C.Participation and Democratic Theory, Cambrige, Cambrige University Press. 1970
[212] Philip Lewis, Adrian Thornhill & Mark N. K. Saunders. 雇没员关系：解析雇佣关系. 大连：东北财经大学出版社. 2005.197
[213] Rainnie, A.: Combined and Uneven Development in the Clothing Industry. Capital Class Vol, 22, 1984, 11-29
[214] Reynolds, L. Labor's leaders-Changing to meet the times. Management Review, 1988, 77: 57
[215] Richard D. Rosenberg, Eliezer Rosenstein, Participation and Productivity: an Empirical Study, Industrial and Labor Relations Review, Vol.33, No.3(Apr., 1983), 355-367
[216] Robert Buchele, Jens Christiansen, Labor Relations and Productivity Growth in Advanced Capitalist, Economies Review of Radical Political Economics, 1999, 31(1): 87-110
[217] Sanford M. Jacoby, Union-Management Cooperation in the United States: Lessons from the 1920s, Industrial and Labor Relations Review, Vol.37, No. 1 (Oct., 1983), 18-33
[218] Seymour M.Lipset (ed.). The Encyclopedia of Democracy, London: Routledge, 1995. 609
[219] Sims, S.J. & Sims, R.R. Employee involvement is still the key to successfully managing change.In S.J.Sims and R.R.Sims, Changing the way we manage change.Quorum Books.2002: 33
[220] Sonia Ospina, Allon Yaroni. Understanding Cooperative Behavior in Labor Management Cooperation: A Theory-Building Exercise.Public Administration Review 63 (4), July 2003.455-471
[221] Streeck, Wolfgang. 1992. Social Institutions and Economic Performance: Studies of Industrial Relations in Advanced Capitalist Economies. Newbury Park, Calif. : Sage.
[222] Streeck, Wolfgang. 1991. "On the Institutional Conditions for Diversified Quality Production."pp 21-61 in Beyond Keynesianism: the Socio-Economics of Production and Employment, edited by E. Matzner and W. Streeck. London: Edward Elgar.
[223] Thomas A. Kochan, Harry C. Katz and Robert B. Mckersie. The Transformation of American Industrial Relations. (1986). 2nd ed. ILR Press. 1994.14
[224] Uwe Jirjahn, Stephen C. Smith (2006) What Factors Lead Management to Support or Oppose Employee Participation—With and Without Works Councils? Hypotheses and Evidence from Germany. Industrial Relations: A Journal of Economy and Society, Vol. 45, No. 4, pp. 650-680, October 2006
[225] Verma, A. &Taras, D. G. Employee involvement in the workplace. In M. Gunderson, A. M. Ponak, & D. G. Taras. Union-management relations in Canada. Don Mills, Ont: Addison-Wesley Longman, 2001: 447.
[226] Verma, A. Joint participation programs: Self-help or suicide for labor? Industrial Relations, 1989, 28: 401
[227] Vroman, S, Inflation uncertainty and contract duration, Review of Economics and Statistics , 1989, 71: 677-681
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |