國營公司勞資關係研究－以漢翔公司為例

A Study on Labor-Management Relations in Government-Owned Companies-Exemplified by the Aerospace Industrial Development Corporation

侯武勇(Wu-Yung Hou)

《人文暨社會科學期刊》 1卷1期 (2005/06) Pp. 41-75

https://doi.org/10.7118/JHSS.200506.0041

摘要

我國法定勞資會議的溝通協商制度可溯自一九二九年制定的〈工廠法〉工廠會議（張忠民，2003）。這種仿自歐陸國家，並由政府指導推動「既競爭又合作」的勞資關係理念原本實踐不易，況且因為與政府執法品質的關係密切，所以國內公民營企業的法定勞資對等協商過程，往往由於溝通協調不足，而多半流於形式化。社會學家曾經試圖分別從階級、組織、權力分配、衝突、心理等不同的層面來探討「勞資政三方互動關係」的理論及實務性研究，然而，因為時空背景迴異、利害關係人的動態條件複雜多變，所以仍須針對不同的個案事實，來逐項探索勞資互動關係理論的可行性問題。其實，勞工為了求生存必須確保工作權；雇主也為了增加財富（產），必須追求利潤最大化，非營利的工會與營利公司等法定組織乃分別應運而生。如何透過雙方協調的過程達到合作獲利，減少對立與衝突？如何在「會員」與「員工」、「經理人」的角色上明確定位？各級管理人員與受僱者又如何在面臨角色轉換的困境下勝任愉快？經過作者長期觀察結果得知，公部門國營事業的「勞資（政）關係」，確實遠較民間企業更為複雜。本文係參酌國內外勞資關係的觀點，分別從勞資會議理論與實踐過程並以國營漢翔公司為例，試圖探討未來本國公民營公司勞資雙方的因應之道。

關鍵字

勞資關係 ； 勞資會議 ； 衝突 ； 產業民主

並列摘要

The legal communication and negotiation system called ”Labor-Management Conference” can be traced back to the Conference on Factory Law which was enacted in 1929. Originating in Europe and directed by the government, this concept of ”competitive yet cooperative” labor-management relations has never been an easy task. As it is closely related to the government's law enforcement quality, a lack of communication has often made this legal labor-management negotiation process a mere formality within Taiwan's government-owned enterprises. In many studies, either theoretical or practical, sociologists have attempted to explore ”labor-management-government interaction” from aspects such as rank, organization, power distribution, conflict, and psychology.
However, different historical backgrounds and dynamic changes in stakeholders have made a general feasibility study of labor-management interaction theory impossible except by case study. For survival, workers fight for their right to work; for prosperity, employers pursue the best profit. To serve individual purposes, non-profit labor union organizations and profit-seeking companies are thus established. How can both sides reach a mutual benefit through communication and cooperation, yet simultaneously reduce opposition and conflicts? How can the roles of ”union member,” ”employee,” or ”manager” be defined? How can various management levels and employees enjoy their work in the face of role changes? On the basis of long-term observation, the author has found that labor-management relations are much more complicated in government companies than in private enterprises.
By referring to domestic and foreign labor-management concepts, this study utilizes a government-owned company, the Aerospace Industrial Development Corporation (AIDC), as an example to illustrate labor-management conference theory and an implementation process, and to provide a direction for future labor-management relations within a government-owned company in Taiwan.

並列關鍵字

labor-management relations ； labor-management conference ； conflict ； industrial democracy

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