雇主和雇员之间的自愿合作关系能够满足员工表达自我意愿的权力吗[文献翻译].doc

1、本科毕业论文（设计）外文翻译题目民营企业人才储备计划的问题分析及对策研究学院商学院专业人力资源管理班级学号学生姓名指导教师外文题目ENHANCINGEMPLOYEEVOICEAREVOLUNTARYEMPLOYEREMPLOYEEPARTNERSHIPSENOUGH外文出处JOURNALOFBUSINESSETHICS外文作者HARRYJVANBUREN，MICHELLEGREENWOOD原文ENHANCINGEMPLOYEEVOICEAREVOLUNTARYEMPLOYEREMPLOYEEPARTNERSHIPSENOUGHHARRYJVANBUREN，MICHELLEGREENWOODSU

2、MMARYONEOFTHEESSENTIALETHICALISSUESINTHEEMPLOYMENTRELATIONSHIPISTHELOSSOFEMPLOYEEVOICEMANYOFTHEWAYSEMPLOYEESHAVEPREVIOUSLYEXERCISEDVOICEINTHEEMPLOYMENTRELATIONSHIPHAVEBEENRENDEREDLESSEFFECTIVEBY1THECHANGINGNATUREOFWORK,2EMPLOYERPREFERENCESFORFLEXIBILITYTHATOFTENWORKTOTHEDISADVANTAGEOFEMPLOYEES,AND3C

3、HANGESINPUBLICPOLICYANDINSTITUTIONALSYSTEMSTHATHAVEFAILEDTOPROTECTWORKERSWEWILLBEGINWITHADISCUSSIONOFHOWWORKHASCHANGEDINTHELAST20YEARSINCOUNTRIESLIKEAUSTRALIAANDTHEUNITEDSTATES,ANDTHENTAKEUPTHEISSUEOFEMPLOYEESASORGANIZATIONALSTAKEHOLDERSANDTHEETHICALDUTIESTHATAREOWEDTHEM,WITHSPECIALATTENTIONGIVENTOI

4、SSUESOFPOWERWEWILLTHENCONSIDERWHETHERVOLUNTARYACTIONBYEMPLOYERSSUCHASSOCIALAUDITINGISSUFFICIENTTOENSUREEQUITYFOREMPLOYEES,ANDCONCLUDEWITHADISCUSSIONOFHOWCHANGESINPUBLICPOLICYMIGHTENSUREGREATERFAIRNESSINTHEEMPLOYMENTRELATIONSHIPBYBRINGINGEMPLOYERSANDEMPLOYEESTOGETHERINPARTNERSHIPKEYWORDSEMPLOYMENT,UN

5、IONS,PARTNERSHIPS,CONSENTMUCHHASCHANGEDINTHEEMPLOYMENTRELATIONSHIPINTHELAST20YEARSWORKHASBECOMEINCREASINGLYGLOBALIZEDRETURNSTOEDUCATIONFOREMPLOYEESHAVEINCREASEDEMPLOYEESWITHLOWLEVELSOFEDUCATIONCOMPETEWITHMANYOTHERSWORLDWIDEFORLOWWAGESWHILEEMPLOYEESWITHHIGHLEVELSOFEDUCATIONSTILLEXPERIENCEWAGEINCREASE

6、SCOMPANIESINDEVELOPEDCOUNTRIESLIKEAUSTRALIAANDTHEUNITEDSTATESHAVEINCREASINGLYMOVEDINTOSERVICEANDINFORMATIONORIENTEDINDUSTRIESMANUFACTURINGINCLUDINGAGRICULTUREHASCORRESPONDINGLYBECOMELESSIMPORTANTINSUCHECONOMIESCOMPANIESHAVEINCREASINGLYMOVEDAWAYFROMSTABLE,LONGTERMEMPLOYMENTRELATIONSHIPSFORSCHOLARSINT

7、ERESTEDINTHEINTERSECTIONOFETHICSANDEMPLOYMENTPRACTICES,ITISAMOSTINTERESTINGTIMEONEOFTHEESSENTIALETHICALISSUESINTHEEMPLOYMENTRELATIONSHIPISTHELOSSOFEMPLOYEEVOICETHEABILITYOFEMPLOYEESTORAISECONCERNSANDTONEGOTIATEABOUTTHETERMSOFEXCHANGEWITHTHEIREMPLOYERSINCLUDINGWAGES,WORKINGCONDITIONS,ANDSOONANDTONEGO

8、TIATECHANGESTHEREOFINTHEPAST,MANYEMPLOYEESEXERCISEDVOICEINTHEEMPLOYMENTRELATIONSHIPTHROUGHMEMBERSHIPINAUNIONTHATBARGAINEDCOLLECTIVELYONTHEIRBEHALFBUTUNIONSHAVEDECLINEDINIMPORTANCEINTHEPRIVATESECTORINANUMBEROFCOUNTRIESKOCHAN,2005ANDINOTHERCOUNTRIESTHERIGHTTOCOLLECTIVEBARGAININGISLITTLEMORETHANACHIMER

9、AINANUMBEROFCOUNTRIESINCLUDINGAUSTRALIAANDTHEUNITEDSTATESUNIONIZATIONRATESHAVEFALLENOVERTIMEDERUYTERANDBURGESS,2003JOHNSTONEETAL,2004KOCHAN,2005,TOTHEDETRIMENTOFWORKERSRIGHTSANDABILITIESTOEXERCISEVOICEFORMANYEMPLOYEES,THELOSSOFVOICEHASMEANTTHATTHEIRRELATIONSHIPSWITHEMPLOYERSAREGOVERNEDBYCONTRACTSOFA

10、DHESION,INWHICHEMPLOYERSSETTERMSOFEMPLOYMENTTHATEMPLOYEESCANEITHERTAKEORLEAVERADINANDWERHANE,2003VANBUREN,2003MOSTEMPLOYEESUNLESSTHEIRSKILLSAREPERCEIVEDTOBESORAREANDVALUABLETHATTHEYPOSSESSSIGNIFICANTMARKETPOWERORARECOVEREDBYAUNIONCONTRACTAREUNABLETOBARGAINOVERBASICELEMENTSOFTHEEMPLOYMENTRELATIONSHIP

11、,INCLUDINGWAGES,BENEFITS,ANDDISPUTERESOLUTIONMECHANISMSBLADES,1967KEELEY,1983LEROYANDUILLE,2002WITT,20001EMPLOYEES,INSHORT,FEELMOREINSECUREINTHEIRJOBSBECAUSETHEYAREINFACTLESSSECUREWALLULIS,1998OFTENLOSTINDISCUSSIONSABOUTTHEUTILITYOFCHANGINGEMPLOYMENTPATTERNSISADISCUSSIONOFTHEETHICALPRINCIPLESTHATSHO

12、ULDUNDERPINEMPLOYEREMPLOYEERELATIONSHIPSMUCHOFTHELITERATUREONEMPLOYMENTPRACTICESHASCONSIDEREDWHETHERPARTICULARKINDSOFPRACTICESAREGOODORBADFOREMPLOYERSROEHLINGETAL,2000OREMPLOYEESBERG,KALLEBERG,ANDAPPELBAUM,2003GUESTANDCONWAY,1999OURANALYSISWILLBEGINWITHADISCUSSIONOFHOWWORKHASCHANGEDINTHELAST20YEARSI

13、NCOUNTRIESLIKEAUSTRALIAANDTHEUNITEDSTATESWEWILLTHENTAKEUPTHEISSUEOFEMPLOYEESASORGANIZATIONALSTAKEHOLDERSANDTHEETHICALDUTIESTHATAREOWEDTHEM,WITHSPECIALATTENTIONGIVENTOISSUESOFPOWERWEWILLTHENCONSIDERWHETHERVOLUNTARYACTIONBYEMPLOYERSSUCHASSOCIALAUDITINGISSUFFICIENTTOENSUREEQUITYFOREMPLOYEES,ANDCONCLUDE

14、WITHADISCUSSIONOFHOWCHANGESINPUBLICPOLICYMIGHTENSUREGREATERFAIRNESSINTHEEMPLOYMENTRELATIONSHIPBYBRINGINGEMPLOYERSANDEMPLOYEESTOGETHERINPARTNERSHIPHOWHAVEEMPLOYMENTPRACTICESCHANGEDINTHELAST20YEARSEMPLOYMENTPRACTICESHAVECHANGEDRADICALLYINTHELAST20YEARSSUCHCHANGESCANBEASCRIBEDTOAVARIETYOFFACTORSCORPORA

15、TIONSAREINCREASINGLYUSINGLABORFROMMULTIPLECOUNTRIESEMPLOYERSHAVESOUGHTGREATERFLEXIBILITYINHIRING,FIRING,ANDDEPLOYINGWORKERSTHEREHAVEALSOBEENVASTCHANGESINTERMSOFPUBLICPOLICYANDINSTITUTIONALSYSTEMSTOPROTECTWORKERSALLOFTHESECHANGESTOGETHERHELPEXPLAINHOWWORKANDEMPLOYEETREATMENTHASCHANGEDINTHELAST20YEARS

16、THEUSEOFLABORFROMMULTIPLECOUNTRIESITISWELLESTABLISHEDTHATMANYCORPORATIONSUSELABORFROMMULTIPLECOUNTRIES,WHETHERINTHEIROWNOPERATIONSORINDIRECTLYTHROUGHTHEUSEOFSUPPLIERSKAPLINSKY,2004WILLIAMSON,1998ATONETIME,GLOBALIZATIONWASLARGELYTHOUGHTTOAFFECTMANUFACTURINGEMPLOYMENTPRIMARILYHOWEVER,GLOBALIZATIONHASI

17、NCREASINGLYAFFECTEDPROFESSIONALANDSERVICECLASSJOBSJANG,2005OSTRYANDSPIEGEL,2004SCHEVEANDSLAUGHTER2004ARGUETHATGLOBALIZATIONOFLABORMARKETSHASINCREASEDTHEVOLATILITYOFWAGESANDEMPLOYMENTFORAVARIETYOFOCCUPATIONSTHEEFFECTSOFGLOBALIZEDLABORMARKETSONEMPLOYEEVOICEARE2FOLDFIRST,ASANORGANIZATIONSEMPLOYEESANDSU

18、PPLIERSARESPREADACROSSMANYDIFFERENTCOUNTRIES,ITISHARDERFORTHEMTOCOORDINATEACTIONANDTOEXERCISEVOICEINCLUDINGUSINGCOLLECTIVEBARGAININGTHANIFTHEYAREALLCONCENTRATEDINONECOUNTRYTHEUSEOFLABORFROMMULTIPLECOUNTRIESTHEREFOREDECREASESDEPENDENCEONANYONELABORSOURCE,WITHNEGATIVEEFFECTSONTHEABILITYOFEMPLOYEESINAN

19、YONELOCALETOEXERCISEVOICESECOND,THETHREATOFMOVINGJOBSFROMONECOUNTRYTOANOTHERIFWORKERSDEMANDTOOMUCHFROMEMPLOYERSALSOCONSTRAINSEMPLOYEEBEHAVIORMANYPROPONENTSOFGLOBALIZATIONEXTOLTHEVALUEOFGLOBALIZEDLABORMARKETSINTERMSOFCREATINGOPPORTUNITIESFORWORKERSFRIEDMAN,2005RIVOLI,2005BUTTHEUSEOFLABORFROMMULTIPLEC

20、OUNTRIESALSOCANCAUSEEMPLOYEESTOLOWERTHEIRDEMANDSFORWAGESANDBENEFITSOUTOFFEARTHATIFTHEYDONOT,THEIRJOBSWILLBEMOVEDTOANOTHERLOCALEITISTRUETHATTHERECANBESALUTARYEFFECTSOFCAPITALFLOWSTODEVELOPINGCOUNTRIESHOWEVER,COMPETITIONFORCAPITALTHEREFORECAUSESMANYPOLITICALLEADERSWHETHERCONCERNEDABOUTTHEFATEOFTHEIRCI

21、TIZENSORNOTTOBIDDOWNFORCAPITAL,LOWERINGWORKERPROTECTIONSANDEFFECTIVEWAGELEVELSASARESULTSTIGLITZ,2000APRACTICALEFFECTOFGLOBALIZATIONISTHECREATIONOFOPPORTUNITIESFOREMPLOYERSTOEXPLOITEMPLOYEESITISNOTNECESSARYINMANYCASESFORACOMPANYACTUALLYTOMOVEFROMONECOUNTRYTOANOTHERTHEMERETHREATORPERCEPTIONOFATREATTOM

22、OVEOPERATIONSISSUFFICIENTTOPREVENTINCREASESINWAGESANDWORKINGCONDITIONSEMPLOYERPREFERENCESFORFLEXIBILITYCAVANAUGHANDNOE1999SUGGESTTHATTHEDOMINANTMODELFORCONTEMPORARYEMPLOYMENTPRACTICESINTHEUNITEDSTATESINCLUDESTHREECOMPONENTSPERSONALRESPONSIBILITYFORCAREERDEVELOPMENT,COMMITMENTTOAPARTICULARKINDOFWORKR

23、ATHERTHANAPARTICULAREMPLOYER,ANDANEXPECTATIONOFJOBINSECURITYFROMTHEEMPLOYERSPERSPECTIVE,SUCHAMODELOFEMPLOYMENTTRANSFORMSLABORRELATIONSHIPSFROMLONGTERMRELATIONSHIPSTOSHORTTERMTRANSACTIONSMOREINTERESTINGFORTHEPRESENTANALYSISISTHEDECLINEININTERNALLABORMARKETSANDTHECORRESPONDINGCOSTSIMPOSEDONEMPLOYEESIN

24、TERNALLABORMARKETSHAVETRADITIONALLYSERVEDTHEINTERESTSOFEMPLOYERSANDEMPLOYEESEMPLOYERSBENEFITBYHAVINGACCESSTOAPOOLOFLABORTHAT1HASKNOWLEDGEOFTHEORGANIZATIONAND2CANBECATEGORIZEDINTERMSOFSKILLSANDABILITIESTHATPARTICULARORGANIZATIONSNEED,WHILEEMPLOYEESBENEFITBYBEINGABLETOCONSTRUCTCAREERLADDERSWITHINASING

25、LEORGANIZATIONBUTINTERNALLABORMARKETSIMPOSETHEIROWNCOSTSONEMPLOYERSTHESECOSTSCANBECATEGORIZEDINTERMSOFNETWORKMAINTENANCECOSTSITISCOSTLYTOMAINTAINTHEINTERNALSYSTEMSNEEDEDTOMAKEINTERNALLABORMARKETSWORKANDSTABILITYCOSTSINORDERFORINTERNALLABORMARKETSTOWORK,EMPLOYERSNEEDTOPROVIDEASSURANCESTHATLOYALTYTOTH

26、EORGANIZATIONWILLBEREWARDEDTOEMPLOYEESTHROUGHPROVISIONOFPROMOTIONOPPORTUNITIESANDLESSEXPOSURETOLAYOFFSSEEMCCALL,2001EMPLOYERSINCREASINGLYWANTTOAVOIDSUCHCOSTS,ASEMPLOYMENTPRACTICESLIKEDOWNSIZINGANDTHEUSEOFCONTINGENTWORKFORCESILLUSTRATELEANAANDVANBUREN,1999EMPLOYEES,HOWEVER,GENERALLYPREFERMORESTABLEEM

27、PLOYMENTRELATIONSHIPSFREEMANANDROGERS,1999TRANSITIONSBETWEENEMPLOYERSARENOTALWAYSEASILYNAVIGATEDBYEMPLOYEES,EVENUNDERTHEBESTOFCIRCUMSTANCESTHEREAREPERSONALANDFINANCIALCOSTSASSOCIATEDWITHFINDINGANEWJOBFURTHER,SOMEINDIVIDUALSESPECIALLYOLDERPEOPLEANDPEOPLEOFCOLORFINDITMOREDIFFICULTTOFINDNEWJOBS,MUCHLES

28、SJOBSTHATPAYCOMPARABLESALARIESANDBENEFITSBLAIR,1995FINALLY,ASEMPLOYEESAGEANDTHEIRFAMILIESGROW,THEREISAPRESUMPTIVEPREFERENCEFORSTABILITYONTHEIRPARTEMPLOYEESWITHFAMILYOBLIGATIONSWOULDGENERALLYPREFERSTABLEEMPLOYMENTRELATIONSHIPSTHATWILLALLOWTHEMTOPLANFORTHEFUTURETHEREIS,INSHORT,AMISMATCHBETWEENTHEPREFE

29、RENCESOFEMPLOYERSANDEMPLOYEESWITHREGARDTOTHEEMPLOYMENTRELATIONSHIPCHANGESINPUBLICPOLICYANDINSTITUTIONALSYSTEMSINMANYCOUNTRIESORIENTEDTOWARDNEOLIBERALECONOMICSINCLUDINGAUSTRALIAANDTHEUNITEDSTATESLEGISLATIONINTHEMIDDLEPARTOFTHE20THCENTURYSOUGHTTOEXPANDRIGHTSFORWORKERS,INCLUDINGCOLLECTIVEBARGAININGRIGH

30、TSTHEHIGHWATERMARKOFEMPLOYEERIGHTSINTHEUNITEDSTATES,FOREXAMPLE,WITHREGARDTOCOLLECTIVEBARGAININGANDUNIONIZATIONCAMEINTHE1950SAND1960S,ANDHAVESTEADILYERODEDEVERSINCEMORRIS,2005FORAVARIETYOFREASONSCHANGESINEMPLOYERPREFERENCES,GLOBALIZATION,ANDCHANGINGPOLITICALPHILOSOPHIESTONAMEBUTTHREEPUBLICPOLICYINANU

31、MBEROFCOUNTRIESHASFAILEDTORESPONDTOCHANGESINTHEEMPLOYMENTRELATIONSHIPINWAYSTHATWOULDHAVEULTIMATELYBENEFITEDEMPLOYEESINLARGEPARTTHEREHAVEBEENINTENTIONALPUBLICPOLICYCHOICESTHATHAVESTRENGTHENEDTHEHANDOFEMPLOYERSTOTHEDETRIMENTOFEMPLOYEESASISTHECASEOFFAILINGTOPROTECTWORKERSSEEKINGTOORGANIZEANINDEPENDENTL

32、ABORUNIONINTHEUNITEDSTATESBRONFENBRENNER,1997THELOSSOFEMPLOYEEVOICEHASOCCURREDOVERMANYYEARSANDWILLNOTBEEASILYREVERSEDONTHISPOINTKOCHAN2005171172ISINSTRUCTIVETHECUMULATIVEEFFECTSOFLABORUNIONDECLINEHAVELEFTAVOIDINWORKERVOICEATWORK,ERODEDTHESTANDARDOFLIVINGINAMERICA,ANDWEAKENEDOURDEMOCRACYSTANDARDCALLS

33、FORUNIONRESURGENCETOPUTFORTHMORERESOURCESTOWARDTRADITIONALUNIONORGANIZING,TOREFORMLABORLAW,OREVENTOPROMOTEGREATERDIALOGUE,COOPERATION,ORCONSENSUSBETWEENBUSINESSANDLABORHAVENOTWORKEDANDWILLNOTONTHEIROWNREVERSETHEDECLINEINWORKERVOICEIMBALANCESINPOWERBETWEENEMPLOYERSANDEMPLOYEESHELPTOEXPLAINWHYEMPLOYEE

34、VOICEANDTHELIKELIHOODOFEMPLOYEECOLLECTIVEACTIONHAVEBOTHDECLINEDOVERTIMEOURANALYSISINTHISARTICLEISPRIMARILYNORMATIVEINNATUREANALYSESOFWHETHERPARTICULAREMPLOYMENTPRACTICESAREGOODORBADFOREMPLOYERSAREBEYONDTHESCOPEOFTHISARTICLETHEREISSOMEEVIDENCETHATHIGHINVOLVEMENTANDCOMMITMENTEMPLOYMENTPRACTICESHAVEPOS

35、ITIVEEFFECTSFOREMPLOYERSANDEMPLOYEESAPPELBAUMETAL,2000WENOTEHERETHATMANYEMPLOYERSPERCEIVEFLEXIBLEEMPLOYMENTARRANGEMENTSANDINATTENTIONTOETHICALOBLIGATIONSOWEDTOEMPLOYEESTOBECONGRUENTWITHTHEIRINTERESTSIFTHISISSO,THENATTENTIONTODEVELOPINGEMPIRICALEVIDENCERELATEDTOTHEEFFICACYOFMOREJUSTEMPLOYMENTRELATION

36、SHIPSFROMEMPLOYERSSTANDPOINTSANDTOPUBLICPOLICYMECHANISMSTOENSURETHATEMPLOYERSSATISFYTHEIRETHICALOBLIGATIONSWOULDBEMERITEDEMPLOYEESASORGANIZATIONALSTAKEHOLDERSANDTHEETHICALDUTIESOWEDTHEMEMPLOYEESHAVELONGBEENRECOGNIZEDASORGANIZATIONALSTAKEHOLDERSCLARKSON,1995FREEMAN,1984VANBUREN,2003WEPROPOSETHATTHEPA

37、RTICULARMORALCLAIMSOFEMPLOYEESSHOULDHAVEPRACTICALEFFECTSONTHEIRABILITIESTOEXERCISEVOICEINTHEEMPLOYMENTRELATIONSHIP,BUTITISFIRSTIMPORTANTTODEFINEWHATWEMEANBY“VOICE”AND“FAIRNESS”BY“VOICE”WEMEANTHATEMPLOYEESAREABLETOINSOMEWAYPARTICIPATEMEANINGFULLYINCREATINGANDCHANGINGTHETERMSOFTHEEMPLOYMENTRELATIONSHI

38、PWERECOGNIZETHATTHEMODIFIER“MEANINGFULLY”ISSUBJECTTOINTERPRETATIONANDISTHEREFOREIMPRECISE,BUTWEBELIEVETHATTHEUTILITYOFVOICEINTHEEMPLOYMENTRELATIONSHIPINVOLVESPARTICIPATIONBYEMPLOYEESINSETTINGTHETERMSOFEMPLOYMENTINSTEADOFALLOWINGEMPLOYERSTOSETTHETERMSOFEMPLOYMENTUNILATERALLYADAMS2005NOTESTHATVOICEONI

39、TSOWNHASNOVALUEITISONLYVALUABLETOTHEEXTENTTHATITCORRECTSSOMEMARKETFAILUREWEPROPOSETHATVOICECORRECTSANIMPORTANTMARKETFAILURETHEINABILITYOFMANYEMPLOYEESTOEFFECTCHANGESINTHEIRTREATMENTBYEMPLOYERSNOTALLECONOMICACTORSAREEQUALWITHREGARDTORESOURCES,KNOWLEDGE,ANDBARGAININGPOWERADAMS,2005VOICEEXERCISEDBYSTAK

40、EHOLDERSLIKEEMPLOYEESDOESNOT,OFCOURSE,ENSUREAPARTICULAROUTCOMEBUTRATHERMAKESAMOREJUSTOUTCOMEMORELIKELYONTHISPOINTBUDD200475,BUILDINGONRAWLSIDEA1971OFTHEVEILOFIGNORANCE,NOTESTHATFACEDWITHTHEPROSPECTOFBEINGONTHESUBSERVIENTENDOFTHEAUTOCRATICEMPLOYMENTRELATIONSHIPONCETHEVEILOFIGNORANCEISLIFTEDMOSTWOULDI

41、NSTEADCREATEWORKPLACESWITHAVOICEMECHANISMFROMBEHINDTHEVEILVOICEHASCOLLECTIVEANDINDIVIDUALCOMPONENTSBUDD,2004COLLECTIVEVOICEISBESTUNDERSTOODINTERMSOFUNIONIZATIONANDCOLLECTIVEBARGAININGINDIVIDUALVOICEINVOLVESTHEDIRECTRELATIONSHIPBETWEENAPARTICULAREMPLOYEEANDANEMPLOYERCOLLECTIVEANDINDIVIDUALVOICETOGETH

42、ERAREARGUABLYCOMPLEMENTSRATHERTHANSUBSTITUTESWITHOUTCOLLECTIVEVOICE,ITISUNLIKELYTHATINDIVIDUALVOICECANBEFREELYEXERCISEDTHATSAID,COLLECTIVEVOICEHASBEENTHETRADITIONALFOCUSOFENHANCINGEMPLOYEEPOWERINTHEEMPLOYMENTRELATIONSHIPANDHASLARGELYBEENERODEDINMANYCOUNTRIES,INCLUDINGBOTHTHEUNITEDSTATESANDAUSTRALIAB

43、YFAIRNESS,WESIMPLYMEANPROCEDURALFAIRPROCEDURESFORSTRUCTURINGTHEEMPLOYMENTRELATIONSHIPINCLUDINGHIRINGANDPROMOTIONANDDISTRIBUTIVEWHOGETSTHEBENEFITSOFECONOMICACTIVITYFAIRNESSVANBUREN2001NOTESTHATTHEREISARELATIONSHIPBETWEENSTAKEHOLDERPARTICIPATIONINCREATINGANDMAINTAININGCORPORATEPOLICIESANDPRACTICESWHIC

44、HWECASTHEREINTERMSOFCOLLECTIVEANDINDIVIDUALEMPLOYEEVOICEANDBOTHPROCEDURALANDDISTRIBUTIVEFAIRNESSPOWERIMBALANCESANDLACKOFSTAKEHOLDERVOICEDONOTMAKEUNFAIRTREATMENTOFSTAKEHOLDERSBYANORGANIZATIONINEVITABLE,BUTCERTAINLYMORELIKELYOURPRIMARYCONCERNHEREISINCREASINGFAIRTREATMENTOFEMPLOYEESWESUGGESTTHATVOICEAN

45、DFAIRNESSARETHEREFORERELATEDINALLSTAKEHOLDERORGANIZATIONALRELATIONSHIPS,INCLUDINGTHEEMPLOYMENTRELATIONSHIPKOCHAN2005158ISINSTRUCTIVEINTHISREGARDUNIONLEADERSHAVECOMETORECOGNIZETHENEEDTOGOBEYONDCOLLECTIVEBARGAININGTOGETACCESSTOWHERETHEREALPOWERLIESINCORPORATIONSANDWHERETHEKEYDECISIONSAREMADETHATSHAPEW

46、ORKERSLONGTERMSECURITYANDWELFAREINTHEINNERCIRCLEOFEXECUTIVEDECISIONMAKINGANDCORPORATEGOVERNANCETHISLEVELOFMANAGEMENTHASTRADITIONALLYBEENVIEWEDASOFFLIMITSTOWORKERSANDTHEIRUNIONSSIMILARLY,RAWLS200157NOTESTHATTHEBASICSTRUCTUREOFAWELLORDEREDSOCIETYCOMPRISESSOCIALINSTITUTIONSWITHINWHICHHUMANBEINGSMAYDEVE

47、LOPTHEIRMORALPOWERSANDBECOMEFULLYCOOPERATINGMEMBERSOFASOCIETYOFFREEANDEQUALCITIZENSWHENEMPLOYEESFEELCOMPELLEDTOACCEPTUNFAIRCONTRACTSOFADHESIONORLACKTHEABILITYTOEXERCISEVOICEINTHEEMPLOYMENTRELATIONSHIP,THEYCANNOTBEFULLYCOOPERATINGFREEANDEQUALCITIZENSINTHEIRORGANIZATIONALLIVES译文雇主和雇员之间的自愿合作关系能够满足员工表达自

48、我意愿的权力吗HARRYJVANBUREN，MICHELLEGREENWOOD原文摘要雇员表达自我意愿权力的减少是雇佣关系中的一个基本伦理问题。在以前的雇佣关系中，很多能让员工自由发言的方式已变得不那么有效,其主要原因有（1）工作性质的变化。（2）雇主偏好的灵活性对员工产生不利影响。（3）公共政策与制度系统的变化没能保护员工。我们即将展开的工作主要针对，在过去的十年，这项工作在澳大利亚和美国等20个国家是如何改变的。员工作为组织的利益相关者，我们要重视对其道德义务亏欠问题，并特别重视权力问题。然后，我们将考虑雇主出于自愿性的行动，如，社会审计是否足以确保员工权益。最终将得出这样一个结论通过雇主

49、和雇员一起努力，使公共政策的在确保双方伙伴关系公平化的影响的变化可能更大。关键词雇用，工会，合伙，同意在过去20年里，劳动关系有了很大的变化。人们的工作变得越来越国际化。雇员的教育水平虽然得到了提高，但是许多教育程度较低的员工却在于世界各地的人竞争一份相对较低的工资，而教育水平较高的员工仍然在经历工资的增加。发达国家的公司正在逐步转向信息服务产业，如在澳洲和美国等地；制造业包括农业在经济中，变得相对不那么重要。稳定、长期的劳动关系已经离公司越来越远了。对于对伦理和就业之间的相互关系感兴趣的学者而言，这是一段十分有趣的时间。在雇佣关系中，员工表达意见的权限、提高待遇的能力、如何协商员工待遇（包括工资、劳动条件等）以及其他相关条件的协商，是一个基本的道德问题。在过去，许多员工凭借工会会员资格，通过工会代表进行集体性的讨价还价来行使自己的权利。但是，在许多国家，工会在私营部门的重要性已经下降了很多（多元化对企业绩效，2005）。在大部分国家，集体谈判的权利更仅仅只是一种空谈。许多国家，包括澳大利亚和美国，雇员入工会率正在随着不断时间降低DERUYTERANDBURGESS,2003JOHNSTONEETAL,2004KOCHAN,2005，这对工人行使权利和表达观点的权力造成了损害。对许多员工而言，丧失表