调解处理集体争议更有效吗?——个别争议和集体争议调解效果差异的实证研究
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摘要
调解作为处理劳动争议的重要方式,在解决个别争议和集体争议时都发挥着重要作用,但调解处理个别争议和集体争议的效果是否存在差异,尚未得到充分的研究。本文基于冲突管理系统理论和权力依赖理论,运用北京市六方联动调解中心2011-2015年的劳动争议案件数据,实证研究个别争议和集体争议调解效果的差异。结果发现,调解处理集体争议的效果更好,主要表现在集体争议比个别争议处理的时间更短,劳动者的让步程度更低,其深层次的原因在于我国政府对个别争议和集体争议处理目标的差异。
As an important way to resolve labor dispute, mediation plays an essential role in resolving individual disputes and collective disputes. However, whether it exists difference of mediation outcome between them is still in question. On the basis of conflict management system theory and power dependence theory, this paper uses the labor disputes cases of Beijing six party jointly mediation center from 2011 to 2015 to empirically analyze the difference of mediation outcome between individual disputes and collective disputes. The ?ndings show that mediation performs better in resolving collective disputes. Specifically, it costs less time to mediate collective dispute than individual disputes. The employee makes less concession in the collective disputes. The reason lies in the difference of government goal in dealing with individual and collective disputes.
As an important way to resolve labor dispute, mediation plays an essential role in resolving individual disputes and collective disputes. However, whether it exists difference of mediation outcome between them is still in question. On the basis of conflict management system theory and power dependence theory, this paper uses the labor disputes cases of Beijing six party jointly mediation center from 2011 to 2015 to empirically analyze the difference of mediation outcome between individual disputes and collective disputes. The ?ndings show that mediation performs better in resolving collective disputes. Specifically, it costs less time to mediate collective dispute than individual disputes. The employee makes less concession in the collective disputes. The reason lies in the difference of government goal in dealing with individual and collective disputes.
引文
1.常凯.(2005).劳动关系学.北京:中国劳动社会保障出版社.
2.常凯.(2007).我国劳资集体争议的法律规制体系建构研究.南京大学学报(哲学·人文科学·社会科学),54(5),60-70.
3.程延园,谢鹏鑫,王甫希.(2016).我国集体争议处理制度:特点、问题与机制创新向.中国人民大学学报,(4),27-33.
4.程延园,谢鹏鑫,冯娇娇,王甫希,徐晓世.(2016).劳动争议调解会损害劳动者权益吗?--劳动者的让步程度及其影响因素研究.中国人力资源开发,(9),93-101.
5.程延园,谢鹏鑫,周静,冯娇娇,王甫希,王媛媛.(2016).地方政府介入集体劳动争议的策略及其影响因素--基于北京市的典型案例.中国劳动关系学院学报,30(3),7-13.
6.李维阳,孟泉.(2018).政府治理集体性劳资纠纷的策略选择及其影响因素研究.中国人力资源开发,35(9),106-117.
7.孟泉.(2014).塑造基于“平衡逻辑”的“缓冲地带”--沿海地区地方政府治理劳资冲突模式分析.东岳论丛,35(5),47-54.
8.苏力.(2010).关于能动司法与大调解.中国法学,(1),5-16.
9.王蓓.(2012).劳动争议调解:实证分析与改革建言.社会科学研究,(6),84-89.
10.杨欣.(2012).我国集体劳动争议处理法治模式及其选择--以利益性争议为关注.广东行政学院学报,24(6),60-65.
11.岳经纶,庄文嘉.(2014).国家调解能力建设:中国劳动争议“大调解”体系的有效性与创新性.管理世界,(8),68-77.
12.庄文嘉.(2013).“调解优先”能缓解集体性劳动争议吗?--基于1999-2011年省际面板数据的实证检验.社会学研究,28(5),145-171.
13.Bercovitch,J.,Anagnoson,J.T.,&Wille,D.L.(1991).Some conceptual issues and empirical trends in the study of successful mediation in international relations.Journal of Peace Research,28(1),7-17.
14.Bercovitch,J.,&Langley,J.(1993).The nature of the dispute and the effectiveness of international mediation.Journal of Conflict Resolution,37(4),670-691.
15.Bendersky,C.(2003).Organizational dispute resolution systems:A complementarities model.Academy of Management Review,28(4),643-656.
16.Bendersky,C.(2007).Complement aritiesin organizational dispute resolution systems:How system characteristics affect individuals'conflict experiences.Industrial and Labour Relations Review,60(2),204-224.
17.Budd,J.W.,&Colvin,A.J.(2008).Improved metrics for workplace dispute resolution procedures:Efficiency,equity,and voice.Industrial Relations:A Journal of Economy and Society,47(3),460-479.
18.Chan,C.K.C.,&Nadvi,K.(2014).Changing labour regulations and labour standards in China:Retrospect and challenges.International Labour Review,153(4),513-534.
19.Coleman,P.T.,Kugler,K.G.,Mazzaro,K.,Gozzi,C.,El Zokm,N.,&Kressel,K.(2015).Putting the peaces together:A situated model of mediation.International Journal of Conflict Management,26(2),145-171.
20.Elfstrom,M.,&Kuruvilla,S.(2014).The changing nature of labor unrest in China.Industrial and Labour Relations Review,67(2),453-480.
21.Emerson,R.M.(1962).Power-dependence relations.American Sociological Review,27(1)31-41.
22.Gazal-Ayal,O.,&Perry,R.(2014).Imbalances of Power in ADR:The Impact of Representation and Dispute Resolution Method on Case Outcomes.Law&Social Inquiry,39(4),791-823.
23.Herrman,M.S.,Hollett,N.,&Gale,J.(2006).Mediation from beginning to end:A testable model.The Blackwell handbook of mediation:Bridging theory,research,and practice,19-78.
24.Hiltrop,J.M.(1985).Mediator behavior and the settlement of collective bargaining disputes in Britain.Journal of Social Issues,41(2),83-99.
25.Ippolito,C.A.,&Pruitt,D.G.(1990).Power balancing in mediation:Outcomes and implications of mediator intervention.The international Journal of Conflict Management,1(4),341-355.
26.Laskewitz,P.,Van de Vliert,E.,&De Dreu,C.K.(1994).Organizational mediators siding with or against the powerful party?Journal of Applied Social Psychology,24(2),176-188.
27.Lim,R.G.,&Carnevale,P.J.(1990).Contingencies in the mediation of disputes.Journal of Personality and Social Psychology,58(2),259-272.
28.Manz,C.C.,&Gioia,D.A.(1983).The interrelationship of power and control.Human Relations,36(5),459-475.
29.Olekalns,M.(1997).Conflict at work:Defining and resolving organizational conflicts.Australian Psychologist,32(1),56-61.
30.Rubin,J.Z.,&Brown,B.R.(2013).The Social Psychology of Bargaining and Negotiation.Elsevier.
31.Ury,W.L.,Brett,J.M.,&Goldberg,S.B.(1988).Getting disputes resolved:Designing systems to cut the costs of conflict.San Francisco,CA:Jossey-Bass.
32.Wood,D.H.,&Leon,D.M.(2005).Measuring value in mediation:A case study of workplace mediation in city government.Ohio St.J.on Disp.Resol.,(21),383.
2.常凯.(2007).我国劳资集体争议的法律规制体系建构研究.南京大学学报(哲学·人文科学·社会科学),54(5),60-70.
3.程延园,谢鹏鑫,王甫希.(2016).我国集体争议处理制度:特点、问题与机制创新向.中国人民大学学报,(4),27-33.
4.程延园,谢鹏鑫,冯娇娇,王甫希,徐晓世.(2016).劳动争议调解会损害劳动者权益吗?--劳动者的让步程度及其影响因素研究.中国人力资源开发,(9),93-101.
5.程延园,谢鹏鑫,周静,冯娇娇,王甫希,王媛媛.(2016).地方政府介入集体劳动争议的策略及其影响因素--基于北京市的典型案例.中国劳动关系学院学报,30(3),7-13.
6.李维阳,孟泉.(2018).政府治理集体性劳资纠纷的策略选择及其影响因素研究.中国人力资源开发,35(9),106-117.
7.孟泉.(2014).塑造基于“平衡逻辑”的“缓冲地带”--沿海地区地方政府治理劳资冲突模式分析.东岳论丛,35(5),47-54.
8.苏力.(2010).关于能动司法与大调解.中国法学,(1),5-16.
9.王蓓.(2012).劳动争议调解:实证分析与改革建言.社会科学研究,(6),84-89.
10.杨欣.(2012).我国集体劳动争议处理法治模式及其选择--以利益性争议为关注.广东行政学院学报,24(6),60-65.
11.岳经纶,庄文嘉.(2014).国家调解能力建设:中国劳动争议“大调解”体系的有效性与创新性.管理世界,(8),68-77.
12.庄文嘉.(2013).“调解优先”能缓解集体性劳动争议吗?--基于1999-2011年省际面板数据的实证检验.社会学研究,28(5),145-171.
13.Bercovitch,J.,Anagnoson,J.T.,&Wille,D.L.(1991).Some conceptual issues and empirical trends in the study of successful mediation in international relations.Journal of Peace Research,28(1),7-17.
14.Bercovitch,J.,&Langley,J.(1993).The nature of the dispute and the effectiveness of international mediation.Journal of Conflict Resolution,37(4),670-691.
15.Bendersky,C.(2003).Organizational dispute resolution systems:A complementarities model.Academy of Management Review,28(4),643-656.
16.Bendersky,C.(2007).Complement aritiesin organizational dispute resolution systems:How system characteristics affect individuals'conflict experiences.Industrial and Labour Relations Review,60(2),204-224.
17.Budd,J.W.,&Colvin,A.J.(2008).Improved metrics for workplace dispute resolution procedures:Efficiency,equity,and voice.Industrial Relations:A Journal of Economy and Society,47(3),460-479.
18.Chan,C.K.C.,&Nadvi,K.(2014).Changing labour regulations and labour standards in China:Retrospect and challenges.International Labour Review,153(4),513-534.
19.Coleman,P.T.,Kugler,K.G.,Mazzaro,K.,Gozzi,C.,El Zokm,N.,&Kressel,K.(2015).Putting the peaces together:A situated model of mediation.International Journal of Conflict Management,26(2),145-171.
20.Elfstrom,M.,&Kuruvilla,S.(2014).The changing nature of labor unrest in China.Industrial and Labour Relations Review,67(2),453-480.
21.Emerson,R.M.(1962).Power-dependence relations.American Sociological Review,27(1)31-41.
22.Gazal-Ayal,O.,&Perry,R.(2014).Imbalances of Power in ADR:The Impact of Representation and Dispute Resolution Method on Case Outcomes.Law&Social Inquiry,39(4),791-823.
23.Herrman,M.S.,Hollett,N.,&Gale,J.(2006).Mediation from beginning to end:A testable model.The Blackwell handbook of mediation:Bridging theory,research,and practice,19-78.
24.Hiltrop,J.M.(1985).Mediator behavior and the settlement of collective bargaining disputes in Britain.Journal of Social Issues,41(2),83-99.
25.Ippolito,C.A.,&Pruitt,D.G.(1990).Power balancing in mediation:Outcomes and implications of mediator intervention.The international Journal of Conflict Management,1(4),341-355.
26.Laskewitz,P.,Van de Vliert,E.,&De Dreu,C.K.(1994).Organizational mediators siding with or against the powerful party?Journal of Applied Social Psychology,24(2),176-188.
27.Lim,R.G.,&Carnevale,P.J.(1990).Contingencies in the mediation of disputes.Journal of Personality and Social Psychology,58(2),259-272.
28.Manz,C.C.,&Gioia,D.A.(1983).The interrelationship of power and control.Human Relations,36(5),459-475.
29.Olekalns,M.(1997).Conflict at work:Defining and resolving organizational conflicts.Australian Psychologist,32(1),56-61.
30.Rubin,J.Z.,&Brown,B.R.(2013).The Social Psychology of Bargaining and Negotiation.Elsevier.
31.Ury,W.L.,Brett,J.M.,&Goldberg,S.B.(1988).Getting disputes resolved:Designing systems to cut the costs of conflict.San Francisco,CA:Jossey-Bass.
32.Wood,D.H.,&Leon,D.M.(2005).Measuring value in mediation:A case study of workplace mediation in city government.Ohio St.J.on Disp.Resol.,(21),383.