중국 제조 기업의 조화로운 노동 조정 및 고용 목표관계 연구

Extent literatures primarily examined how “three party” and “four party” coordination of labor relations affects employment relation objective in terms of maintaining employee rights. However, achieving the balance between employee rights and enterprise efficiency appears to be the ultimate objective for employment. This paper investigates the effects of employees’ self-control, enterprise management, government guidance, trade union consultation and Non-governmental Organizations (NGOs) supervision on three employment relation objectives (namely, employee fairness, enterprise efficiency and employee voice), in order to delineate how the novel “five party” coordination of labor relations influence employment objectives among Chinese manufacturing enterprises. The sample survey data of this paper was obtained from surveys and interviews of manufacturing enterprises in the eastern coastal areas of China, and a valid sample size of 1169 was collected. Since the data for the sample of the study was conducted in the eastern coastal areas of China, further research is necessary to explore the impact of five coordination factors on employment relationship objectives in a general context. The current work complements the traditional “three/four party” coordination of labor relations by uncovering the role NGOs supervision as the fifth factor, and further test its down-stream effect on three important employment relationship objectives. The findings suggest that the effect of labor relation coordination factors on employment relationship objective among Chinese manufacturing enterprises is diverse, depending on the specific objective of employment. Achieving satisfactory employment objective, especially in terms of maintaining employee voice, requires the joint effects of all five coordination factors (namely, employees’ self-control, enterprise management, government guidance, trade union consultation and Non-governmental organizations supervision). This study enriches the theories of labor relations coordination mechanisms at home and abroad, breaks through the limitations of the traditional “three/four party” coordination of labor relations, and proposes a theoretical framework of a five-party coordination mechanism; another contribution is to provide useful management suggestions for Chinese manufacturing enterprises to build harmonious labor relations. The conclusions and management suggestions of this study are also of reference value to Korean manufacturing enterprises, especially those enterprises with production plants in China.