论文部分内容阅读
本文梳理了全球劳动治理的核心概念,从政治经济学视角分析了全球劳动治理的激励机制和前景。首先,我们将全球劳动治理定义为国家、企业和非政府组织等利益相关方的互动过程,各方利益诉求不同,但都具有遵守国际劳动标准、改善劳工工作条件的动机。其次,除少数失效国家外,国家的劳动法律及其执行在全球产业关系中仍处于核心地位,国际劳工条约、企业行为准则、私人认证机构、国际框架协议等将在全球劳动治理中发挥越来越多元的作用。第三,全球劳动治理增加了治理过程的专业性与治理参与者的代表性,但具体的劳动标准选项在不同的社会语境中面临不同的结构性约束,全球劳动治理并不致力于在短期内促进各国劳动标准的趋同,而是通过促成公共部门与私人部门的互动,提升国家劳动治理能力,实现“体面工作”的长期愿景。
This paper reviews the core concepts of global labor governance and analyzes the incentive mechanisms and prospects of global labor governance from a political economy perspective. First of all, we define global labor governance as the process of interaction among stakeholders such as state, enterprises and non-governmental organizations. The interests of all parties are different, but all have the motivation of complying with international labor standards and improving labor working conditions. Second, with the exception of a few failed countries, the country's labor law and its implementation are still at the core of global industrial relations. International labor treaties, codes of conduct, private certification bodies and international framework agreements will play a more and more part in global labor governance The more the role of more. Third, while global labor governance increases the representation of the governance and governance actors, specific labor standard options face different structural constraints in different social contexts. Global labor governance is not dedicated to short-term It promotes the convergence of labor standards in all countries and enhances the long-term vision of “decent work” by promoting the interaction between the public and private sectors and improving the country's ability to work in the administration of labor.