Kisné Cseh Julianna (szerk.): Tatabányai Múzeum 2010 - Tatabányai Múzeum Évkönyve 1. (Tatabánya, 2011)
Simonik Péter: Menni vagy maradni? A munkavállalók migrációját befolyásoló tényezők a tatabányai bányatelepen (1896–1945)
184 Simonik Péter részét letelepedésre, másik részüket pedig - főként a telepeken és a munkahelyeken uralkodó szigorú rend és fegyelem miatt-távozásra. A munkavállalók migrációját befolyásoló tényezők feltárását célul tűző tanulmányunk végső konklúziójaként tehát elmondható, hogy a bányamunkások vándorlásának irányát és intenzitását elsősorban a MÁK Rt. gazdasági érdekei határozták meg. Ezek az érdekek pedig elsősorban a szén iránti kereslet változásához igazodó munkaerő-politikán, valamint a társulat által működtetett jóléti intézményrendszeren keresztül éreztették hatásukat. Should I Stay or Should I Go? The Determinant Factors of the Employee’s Migration in the Mine Camp of Tatabánya (1896-1945) Simonik, Péter The Magyar Általános Kőszénbánya Rt. (’Hungarian General Colliery Share Company') was oneofthegreatestcoal company in theinterwarperiod. In 1896 the firm began its activity in the territory of three small villages (Alsógalla, Bánhida, Felsőgalla) which were the ’pre-settlements’ of the town Tatabánya. The management of the company developed this area because of the coal resources’ volume which were found under the surface of the world. In consequence of the investments the population of the villages increased and the number of the inhabitants was 35000 in 1940. In this paper we explored the structural and demographic effects of the beginning of the mining by the help of archival resources and the analysis of data which were published earlier in different historical works. We demonstrated that the number and the structure of local population did not satisfy the company’s manpower demand. The management felt it necessary to settle new employees to the mining villages. The personnel policy of the company depended on demand of the coal and the preferences of employees. The demand of the coal was satisfied by new worker’s employment and the changes of the working conditions (raising of working time). The settlement of the new manpower was reached by offering higher wages and operation of an extensive occupational welfare system which based on the employee’s needs. Despite all the management’s efforts the employees left the mining camps frequently, because of the hard job and the unhealthy working conditions. Some of them could not stand the control of the employer which was perceptible after the working hours too. Although the institutions of the occupational welfare system contributed to the development of local society and satisfied the basic needs of the miners, but it also contributed to the continuance of the inequalities between the employees.
