群体性劳资冲突事件的演化及应对研究——基于结构方程模型的实证分析

The Evolution and Response System for Collective Labor-Management Conflicts

采用结构方程模型的分析方法来研究和探索群体性劳资冲突事件的演化路径和演化规律,旨在为预防和化解群体性劳资冲突事件提供理论和实证基础,结果表明:劳动关系紧张程度是演化路径的始端,导火线是重要的演化影响因素,资方策略是演化的中介变量,群体性劳资冲突的四个等级间可以相互转化。要建立劳资平衡、共赢的高路径劳动关系系统来避免群体性劳资冲突事件的发生和演变,倡导企业建立寻求效率、公平与员工话语权平衡的劳动关系目标,通过宏观层面的充分就业、法律监察以及微观层面的人性化的劳动关系管理、群体性劳资冲突事件预防机制、集体谈判制度构建五条路径实现企业和谐劳动关系的构建。

The evolution of collective labor conflicts has been explored in this paper by the method of structural equation model to provide theoretical and empirical basis to prevent and resolve collective labor conflicts. The result shows that labor tension is the beginning of evolution, the fuse is the important factor in evolution, capital strategy is the intermediary variable evolution, and the four levels of labor capital conflicts between the groups can be transformed into each other. It is suggested that a high road be built to establish labor balance and a win-win path of labor relation system to avoid the occurrence and evolution of collective labor conflicts. It is also suggested that enterprises promote their seeking for efficiency, justice and employee discourse right balance of labor relations, which is constructed by full employment, legal supervision of the macro level and labor relations management, humanization of micro level of the group labor conflict prevention mechanism, the collective bargaining system construction of five paths to realize the harmonious labor relations of enterprises.