预告期性质研究 —— 基于劳动者和用人单位双重视角下的分析

预告期作为劳动者辞职或用人单位预告解雇的期限,其性质的阐明关乎实践中诸多问题的厘清。在肯定预告解除权为形成权的同时,认可预告期"始期说"的内在性质,在"程序说"与"条件说"的外在性质辨析,在法律、集体合同、劳动合同关于预告期规定的选择中不囿于现有学说,在适当倾斜保护劳动者利益以及增强劳动力市场灵活性的同时,提出区分预告解除主体,根据具体情况分别适用。     

雇员“吹哨”的正当性及其限度

雇员向媒体或有关监管部门"吹哨",可以及时制止公司违法甚至侵害公众利益的行为,起到减轻政府监管压力的作用。但是雇员的吹哨行为在维护公共利益的同时,却违背了对公司的忠诚义务。雇员"吹哨"的正当性源于行使宪法赋予的言论自由权利,并保护公众利益。如何规范雇员吹哨,控制雇员吹哨的副作用,是我国法制建设当前面临的重要课题。通过员工"吹哨"实现社会有效监督的关键在于依法明确各项权利行使的边界。雇员吹哨的动机及实现的社会效果都是衡量这一边界的重要因素。通过相关配套措施的构建引导雇员在边界内理性"吹哨",从而真正实现对公共利益的保护。     

Transnational public goods provision: the increasing role of rising powers and the case of South Africa

The paper delineates three debates, which will be conflated. One line of discussion relates to public goods at a transnational level. Here, the referencing of debates regarding the characteristics of ‘a common good’ will be of significance. A second strand addresses the group of countries known as the ‘rising powers’ and the role these countries could play towards a globalised common good. A third discussion thread analyses South Africa as a case study for the main rising power on the African continent. By creating connections between the lines of discussion, this paper drives forward the debates on how the role of rising powers can be conceptually repositioned in the light of a changing global context, and explores how these countries can respond to global challenges.     

文学与博览会的对话——以1935年台湾博览会为中心

1935年的台湾博览会,台湾总督府作为策展者,力求将台湾装扮成“繁荣”、“昌盛”的形象,这些展示成了外界判定“日本殖民有功论”的资料证据。当时,台湾知识分子对博览会有相关的记述和叙事,他们以自己的“小叙述”,或纠正,或对抗策展者的“大叙述”。经由博览会这一空间,可以解读出台湾“殖民现代性”的驳杂性和多义性。     

“We feel that our strength is on the factory floor”: Dualism,shop-floor power,and labor law reform in late apartheid South Africa

ABSTRACT

This article explores the transformation of South African labor relations during the 1980s. In 1979, prompted by new shop-floor militancy, the Wiehahn Commission recommended that black workers, previously excluded from state labor machinery, be permitted to join recognized trade unions. Most discussions of this shift in apartheid labor relations focus on the ensuing debate within the black unions, torn between preserving their independence or securing state legitimation. This article looks instead at the related debate about ‘levels of bargaining’: should emergent black unions demand to negotiate at the factory level, where they had secured shop-floor strength through organizing and democratic practice, or pursue the benefits of the corporatist bargaining structures that had long excluded them and had privileged white workers? The eventual drift towards corporatism, I argue, imprinted the character of the South African labor movement into the post-apartheid era. An understandable desire to wield influence at the level of the national political economy eroded the tradition of workers’ control, shop floor democracy, and struggle unionism that black unions had forged during the 1970s and 1980s.     

New Unionism at the Grassroots: The Amalgamated Clothing Workers of America in Rochester,New York, 1914–29

Labor movements have always found it difficult to reveal and transform the social relations that constitute markets. The growing transnational movements of goods, capital, and services in themselves have therefore not triggered closer trade union cooperation across borders. Transnational collective action also requires conscious choices and a mutual understanding that solidarity across borders is warranted. For this reason, this special issue of Labor History assesses the role that politicization processes play in triggering transnational union action.     

推行工资集体协商的实践与思考

在中国特色社会主义的现实环境和“党政主导、工会运作”的维权机制下,国有及其控股企业要带头开展工资集体协商,这是有所争论的理论与现实问题。面对国有企业在建立职工工资正常增长机制和权益维护方面存在的问题,企业利益与职工利益之间存在的矛盾,国有企业要发挥较好的民主传统和健全的政工体制优势,率先搞好工资集体协商,进一步健全企业民主管理机制,为实现科学化、规范化管理打下更坚实基础。     

预防和处理集体劳动争议心理对策研究

当前不同利益群体之间的矛盾尤其是劳动关系矛盾日趋复杂,各种类型的集体劳动争议案件逐年上升,已严重干扰和阻碍了社会的稳定和发展,成为各级政府着力解决的热点、重点和难点问题.本文分析了集体劳动争议的现状及特点,在此基础上用心理学的理论探讨了有针对性的、可行的预防和处理集体劳动争议的心理对策,对降低集体劳动争议的发生率和破坏程度,促进社会稳定与和谐具有一定的理论价值和现实意义.     

Why Do Peace Negotiations Succeed or Fail? Legal Commitment,Transparency, and Inclusion during Peace Negotiations in Colombia (2012–2016) and Turkey (2012–2015)

This article examines the ways in which the negotiation framework—i.e., the legal guarantees, information management mechanism, and degree of inclusivity in peace negotiations—shapes the likelihood of concluding a peace agreement. Codifying the peace negotiations in law, publicizing information about the content of negotiations, and including mediators and civil society actors in peace talks is likely to increase a government's short‐term costs. However, doing so alleviates the adversaries' information asymmetry and commitment problems, sets guidelines to insure the process against exogenous shocks, and increases the number of actors taking part in conflict management. Comparing the recent peace negotiations to end intrastate wars in Colombia and Turkey, this article argues that a legalized, public, and inclusive framework made a peace agreement possible in Colombia, while the lack of such a framework caused Turkey's peace talks to fail.     

集体离职研究综述与展望

近年来,许多研究者开始关注集体离职研究,出现了大量探讨其群体过程机制的实证研究并建 立了相关理论模型,这对于揭示集体离职的规律以及防范集体离职具有重要意义。本研究通过文献综述,把以 往集体离职过程研究的路径归纳为影响因素与影响过程路径、群体互动过程路径、决策机制路径,并对相关研 究进行了评述。未来研究应继续深入考察集体离职的过程机制,尤其是连带性离职中的过程机制以及引导和干 预集体离职意向的对策研究。