中国劳资冲突的现状、特征与解决措施——基于279个群体性事件的分析

The Status, Characteristics and Resolutions of Labor Management Conflict in China: an Analysis Based on 279 Cases of Mass Disturbance

采用279个群体性事件数据,剖析中国劳资冲突特征、外部经济环境变化以及劳资关系运行机制,结果显示,中国劳资冲突引发的群体性事件2008年后出现了较快增长,绝大多数劳资冲突都是由经济争议导致。在地区分布上,群体性事件较多集中于东部沿海经济发达地区,在外资企业中爆发的频率较高。劳资冲突处理机制以政府行政式干预为主导,缺乏企业层面的劳资集体谈判机制。造成劳资关系现状的主要因素包括刘易斯转折区间劳动力市场的变化、企业雇主的竞争策略和管理行为,以及中国劳资关系治理机制不健全。

The paper analyzes the status and characteristics of labor management conflict, using data from the mass disturbances database produced by the Chinese Academy of Social Sciences. It also explores the impact of eco-nomic environment and the operating mechanism of industrial relations between labor and capital. The result suggests that mass disturbances caused by labor management conflict have been increasing rapidly since 2008,and most of the conflicts are triggered by economic disputes. Most of the conflicts happened in the eastern coastal areas, with higher frequencies in the foreign-owned companies. The resolution mechanism of labor man-agement conflict is dominated by government administrative intervention rather than labor capital bargaining at company level. The paper indicates that labor market changes during the Lewis turning period, both the em-ployers' competitive strategy and managerial behaviors and the imperfection of industrial-relation governance mechanism have great influences on the transformation and outcomes of industrial relations in China. The paper puts forward some policy suggestions for building the governance mechanism of industrial relations in China.