Academic journal article Journal of Politics and Law

Status Quo, Existing Problems and Improvement of Tripartite Consultation Mechanism in China

Academic journal article Journal of Politics and Law

Status Quo, Existing Problems and Improvement of Tripartite Consultation Mechanism in China

Article excerpt


Tripartite consultation mechanism of labor relations is a universal pattern in market economy countries to resolve the problem of labor relations and is also an important component in the adjustment mechanism of labor relations in China. There still exist some problems in the process of carrying forward the tripartite consultation mechanism. This paper studies and analyzes existing problems and improvement of the tripartite consultation mechanism in China and puts forward suggestions of the author.

Keywords: labor relations, tripartite consultation, status quo, improvement

At present, China has entered a critical period of reform and unprecedented social transformation has made profound changes take place in labor relations. At the current stage, a series of new changes have emerged in the labor relations in China and some new issues are generated, presenting some new characteristics. In our country where labor relations have taken fundamental changes, it has become a common view in the eyes of all parties to establish a tripartite consultation mechanism constituted by the government, the trade union and employer organization, to resolve significant problems in labor relations through consultation and dialogue and so as to straighten out the labor-capital relationship and facilitate harmonious social development and progress. Under the powerful propelling of the government, construction of the tripartite consultation mechanism in the country has made large progress. Nevertheless, considering the actual effect, the effect of the tripartite consultation system has still not yet been fully played and a large majority of collective bargaining becomes a mere formality.

1. Problems Studied in This Research

On the basis of referring to the theoretical study and institutional practice of tripartite consultation in China, this paper focuses on the following three problems. Firstly, it studies the hierarchical development of the tripartite consultation in China. Secondly, it makes an analysis of the problems existing in the process of promoting the tripartite consultation mechanism. Thirdly, it puts forward improvements measures for the tripartite consultation mechanism in the labor relations in China from three aspects.

2. Research Data and Method

2.1 Research Data

The research data employed in this paper comes from three sources. The first one is the data released by the internet of All China Federation of Trade Union and local trade unions. The second one is the annual report released by the human resources and social security department in relevant provinces. The third one is academic papers in the IRAS Authorized Access System.

2.2 Research Method

There are three research methods employed in this paper. The first method is to master the basic data of the third party through a review of the literature so as to make the study on this project have a higher starting point. The second method is interview survey, which is to master the first-hand data in the process of the tripartite consultation through a deep interview with Shandong Human Resources and Social Security Department. This helps to have a deep understanding in the obstacles and difficulties encountered in the process of the current tripartite consultation promoted in China. The third method is to make a synthesis of the questionnaire and case study to conduct a systematic research.

3. Connotation of the Tripartite Consultation Mechanism of Labor Relations and the Status Quo of the Legislation

Tripartite consultation mechanism of labor relations, also termed as tripartite coordination mechanism, is a kind of institutional arrangement and working mode by the country (represented by the labor administration department of the government), employee (represented by the trade union organization) and enterprise (represented by enterprise organization) in their communication and consultation to carry out and implement economic and social policies and coordinate and handle labor relations. …

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