企业工会直选：经验与困境
Direct Election of Enterprise Union:
Experiences and Difficulties
闻效仪
Wen Xiaoyi
中国劳动关系学院
China Institute of Industrial Relations
企业工会直选
Direct Election of Enterprise Union

中国的企业工会直选并不是最近才有的新鲜事物 Not a new thing!
1984年，吉林梨树实行了工会直选 Already practiced in Lishu County, Jilin
Province in 1984

浙江、福建、山东、广东等地都有企业工会直选的事例 Also in other provinces:
Zhejiang, Fujian, Shandong and Guangdong…


但广东的工会直选有两个不同：
Guangdong’s peculiarities:
（1）首次地方党政最高级别的官员肯定和要求推广工会直选 Confirmed and
supported by the top leader of local government
（2）广东的工会直选实践保持着一定的时间连贯性 Continuity of direct election
practice
1986年蛇口工会直选 Shekou, 1986
2003年孔祥鸿统计有三分之一的企业实行了工会直选 About 1/3 of
enterprises have implemented direct election, calculated by Kong in 2003
2012年理光经验和深圳工会直选 Experience from Ricoh, and direct election
of Trade Unions in Shenzhen, 2012
广东工会直选的推动力量
Driving Forces of Direct Election

第一支力量：工人越来越激进的行动主义 Growing employee activism
（1）新生代农民工群体在工厂体制中的崛起
Rising of the new generation of employees in the factory system
（2）工人群体呈现出来的对政府的“整体性疏离”
Employees’ “holistic alienation” from government
（3）劳工NGO的发展和竞争
The development of labor NGOs & the competition between them
第二支力量：国家自上而下的社会建设要求 2- State’s requirement of social
construction

（1）社会建设与社会组织管理变革 Social construction and reform of social
organization management
（2）成立职工服务类社会组织联合会 Establishing associations of employeeservicing NGOs
（3）改造企业工会 Modification of enterprise unions
第三支力量：广东产业转型的政策结果 3- Consequence of Guangdong’s Industrial
Transformation

工会直选的条件
Conditions for Direct Election
传统上认为不适合直选的三种条件 Tradionally people think the following are
negative factors for direct election

第一类是劳动关系比较紧张的企业 1. Enterprise with strained labor relation
第二类是不同省份、地区乡缘关系对立的企业 2. Regionalism
第三类是新投产的企业 3. New enterprises
实际上，在一个劳动关系紧张的企业，选举出一个深受工人爱戴的工会主席，远比
留下一个工人自发行动的真空状态更可取，其背后的深层原因在于上级工会极度担心
失去对基层工会的控制

In fact, for a strained employment relation, electing a beloved union leader is far
more better than letting employees act as they think fit. However, the superior
union may worry about losing control on their subordinates.
深圳认为，发生罢工企业恰恰可以为工会直选提供生长的土壤，在这些企业实现直
选可以很好的吸收和利用工人在罢工过程中形成的组织化意识和能力，从而推选出工
人中精英领袖。

Experience in Shenzhen: It is the strike that provides opportunity for implementing
direct election in enterprise unions, since the practice of strike can improve
employees’ ability of organization and raise elites as their union leader.
工会直选的程序
Election Process
 首先是“会员代表民主产生”
Firstly, representatives of union members are democratically elected

其次是“工会委员民主产生”
Secondly, commissioners of union are also democratically elected
在这个环节中，候选人的产生完全放开，并采取自荐、互荐（工友之间可以相互推
荐）、组织推荐（上级工会或本企业工会推荐）以及企业推荐等多种方式，并最终由
会员代表选举确定，这一点具有重要意义。
In this section, the nomination of commissioner candidates is completely open: selfnomination, mutual nomination, organizational nomination and nomination from
enterprise are all permitted.

最后是“工会主席民主产生” Lastly, union president is democratically elected.
欧姆罢免工会主席事件 Example: vote to recall the union president in OHM
Technology
企业工会直选的经验
Experience from Direct Election
从推行的效果看，日资企业的工会直选比较成功，企业比较支持工
会直选 Successful in Japanese-funded enterprises, supported by
enterprises

（1）即时生产体制和零库存要求 “Just-in-time” and “Zero
Inventory”
（2）日资工人技术性特点更强 more skill-intensive employees
（3）管理上的天花板效应 “Ceiling effect” in management
（4）中日关系下的民族矛盾 Nationalism
企业工会直选的经验
Experience from Direct Election
在这些实现工会直选的企业，工资集体协商出现了焕然一新的面目
The renovation of collective wage negotiation system after direct
election

（1） 协商代表的民主选举 Representatives are democratically
elected
（2）协商过程的各种博弈 Conflict & Compromise
（3）协商结果实现了工资的较大增长 Output: increased wage rate
但集体协商并没有实现高于劳动力市场水平工资的增长，而只追求
匹配劳动力市场工资水平的增长，实质上是让企业工资增长更加灵敏
和紧密的反应市场工资增长水平。Essence：Making wage rate more
sensitive and reflexive to the change of labor market

企业工会直选的经验
Experience from Direct Election
实现了工会民主选举，过去广为诟病的工作作风得到了比较大
的改变 Change of work style after direct election

（1）为工人争取利益 Fighting for employees’ benefits
（2）安抚工人不满情绪 Relieving employees’ dissatisfaction
（3）工会被工人监督 Allowing employees to supervise union
affairs
实行工会直选后，为工人带来了理性 Output: more rational
employees

（1）工人对工会主席的理性选择 elect presidents rationally
（2）盐田的两次罢工对比 Comparison: two different strikes
in Yantian
企业工会直选的困境
Difficulties in Direct Election

没有罢工权的困惑 Puzzle: Having no right to strike
（1）企业工会面临极大的双重压力 Facing double pressure
（2）越来越多的工会直选企业患上了“罢工依赖症” more and
more “strike-dependent” enterprises
工会直选也面临工人群体成熟度的考验 Maturity of employees is
also a severe test

（1）工人的流动性过大 High turnover of employees
（2）工人的会员意识 Employee’s awareness of being an union
member
企业工会直选的困境
Difficulties in Direct Election
政府的思维惯性也是工会直选推行的风险因素
Government: stereotyped thinking pattern

（1）以维稳的思维方式看工会直选与罢工之间的关系
“Stability First”：Regarding direct election as the cause
of strike that may affect social stability
（2）不同层级政府不同的激励导向
Different levels of government, different incentives

上级工会对待工会直选的态度依然是模糊的
Attitude of superior union toward direct election:
still unclear
谢谢！Thanks!
wenxiaoyi008@sina.com