中非工会差异及中资企业在非应对劳资矛盾的行为逻辑 —— 基于对坦桑尼亚的调研

在"中非合作论坛"、"一带一路"倡议的推动下,越来越多的中资企业进入非洲。随着企业在非洲的经营活动的日趋活跃,企业面临的劳资问题也不断增加。然而大多数在非的企业管理者在处理劳资矛盾时,并没有正确评估当地工会的角色与作用,也没有积极处理场域内的劳资矛盾,这不但给企业带来经济损失,也对国家形象造成了影响。本文以坦桑尼亚为例,通过调研分析,认为造成在非中资企业处理工会问题不力的根源是中非工会的差异,包括两国工会的本质、制度安排、日常活动差异等。面对中方管理者的工会经验缺失,一些立足于长远发展的企业已经开始尝试与当地工会合作,并以其在中国的工会经验为切入点,通过表彰先进、节日慰问等形式来培养员工中对中国友好的代表,通过他们的带动作用团结凝聚工人,尽管这些做法起到了一定的团结作用,但因这些措施具有临时性、随机性等特征,并不能持续发挥作用。

Differences between Chinese and African Trade Unions and Their Behavioral Logic in Dealing with Labor Disputes: A Field Study in Tanzania

Under the impetus of China-Africa Cooperation Forum and the Belt and Road initiative, more and more Chinese enterprises have expanded their operations into Africa. With more and more business activities in Africa, enterprises are faced with increasing labor issues. However, in resolving labor contradictions, most of the Chinese managers in Africa cannot correctly assess the role of local trade unions and actively deal with labor disputes. Therefore, they have brought not only economic loss to the Chinese enterprises but also negative impact on our national image. This study, taking Tanzania as an example, shows that the root causes of the failure of the Chinese enterprises in Africa in dealing with trade union issues lie in the differences between the Chinese and African trade union systems, including those of the nature of both countries'' trade unions, their institutional arrangement, and their daily activities, and so on. In view of the Chinese managers'' lack of work experiences in trade unions, some enterprises with a long-term development goal have started to cooperate with the local trade unions. They have tried to use their experiences of trade unions in China and cultivate the pro-China representatives through giving commendations to the advanced workers and organizing festival activities. These practices have played a positive role in establishing solidarity, but they cannot make a difference in the long run due to their temporary and random nature.