Institutionalization of conflict and compromise solutions and social and labor relations in higher educational institutions
Background/Objectives: The article examines qualitative change in the nature and dynamics of social and labor relations in higher education. Their analysis is predefined by the institutional chain of poverty and poorly functioning institutions. Methods/Statistical analysis: To achieve the objectives, the following general scientific and special methods were applied: comparative-historical, statistical analysis, expert-analytical. We used a sample statistical observation, analysis of interval and discrete distribution series, analytical adjustment method based on matching theoretical smooth curve describing empirical data to identify trends and patterns of the state of social and labor relations and salary formation and the conflict-compromise decisions made. Findings: Based on the obtained data on the labor conditions of the academic teaching staff, it was found that there are no properly developed legal institutions to effectively support teachers in their struggle for their economic interests; the system of employment agreements is underdeveloped; there are no instruments to prevent and to solve labor conflicts at the mezoeconomic level; the agreements existing at different levels are not efficient. By comparing the theoretical and methodological approaches and legislation the role of mediation and of social and labor relations was identifies and their application in practice was examined, as well as differences in the labor conflicts settlement processes and opportunities thereof; peculiarities of collective bargaining at the national and sectoral level. The conducted analysis enabled to develop the main stages for transforming the institutions of social and labor relations and the matrix for carrying out a parallel stage-by-stage analysis of the industry specific agreements affecting conflict and compromise solutions in higher education institutions. This resulted in discovering the social anti-ratchet effect. Improvements: The implementation of conflict-compromise solutions is required to transform qualitatively social and labor relations using voluntary conciliation and mediation mechanisms, and processes arising out of collective bargaining in higher education.