Multinational-corporation In China Employer-employee Relationship Conflict Administration Studies

The multinational corporation's employer-employee relationship conflict to arouse the domestic and foreign scholar's widespread interest, therefore, its research has the profound theory significance and the practical significance. this paper is guided with human resources managing theory, organizational behavior theory and striding over culture managing theory , bring to bear the norm analysis method, parallel analysis method and case analysis method, go deep into the cause having analysed multinational corporation in China employer-employee relationship conflict on the behavior basis having summarized that the multinational corporation in China employer-employee relationship conflicts, cause is to have the inherent and external , inherent cause are culture differences; Salary payment is unfair; There being existing a difference target between the employer and the employee; When carrying out assets reorganization what when being arouses employer-employee relationship of multinational corporation aspect conflict. External cause has labor union strength be weakened mainly; Labor force supply-demand relations imbalances and the market for labor growth are faulty; Labor management law and regulation not improving and perfecting and carries out inefficiently; Government role difference in labor and capital system.The more and more prominent employer-employee relationship conflict questions exists which in view of the multinational corporation in China, this article proposed the multinational corporation in China employer-employee relationship conflict management strategy systematically, these strategies including the establishment Trans-Culture communication mechanism, established the effective salary management mechanism, established internal staff relationship management mechanism, the establishment, the perfect third party intervention employment relations conflict control system.