Empirical Research On The Structure Of Labor Relations In Enterprises Of China

Labor Relation is always a complicated problem referring to many subjects in different areas, and it is also an important research subject in theoretic and practical fields of human resources management and organizational behavior. What is the structure of labor relations and how to realize the stable and harmony relations between the employers and the employees are very important problems in human resources management practice..In this paper, I choose the employees in Chinese company for research, and use questionnaire method to explore the labor relations structure in Chinese cultural back ground.Firstly, the research studies the literatures on Labor Relations, and then put forward the motivation, objective and the research design of this paper.Secondly, the research adopts many kinds of methods such as literature search and analysis, interviewing, questionnaire investigation, etc., through which we collect the questionnaire items to work out the initial questionnaire. After pre-trying test, we revise the questionnaire further based on the results of quantitative and qualitative analysis and work out into a formal questionnaire.Thirdly, we use the formal labor relations questionnaire to conduct the formal investigations with the method of exploratory factor analysis, confirmatory factor analysis and competition model analysis to explore the structural dimensions of labor relations. We also examine the reliability and the validity of the scale.Finally, we use single-factor analysis to test the influence of demographic and organizational background variables on the ten dimensions of labor relations. Through statistical testing, the results show that:Firstly, the Labor Relations of Chinese companies presents a ten-dimension structure, namely Work Autonomy, Work Rewards, Work Supporting, the Balance between Work and Life, Career Perspective, Social Status, Organizational Justice, Mutual Trust, Health Security and Trade Union.Secondly, the staffs of different gender, age, duty level, unit type and unit scale show no significant difference in the ten dimensions of Labor Relations. How ever, the staffs of different marital status show significant differences in the Balance between Work and Life dimension of Labor Relations. And the results show that the relations between married staffs and their employer tend to be more stable than the relations between unmarried staffs and their employer.The conclusions mentioned above have offered a theoretical foundation for enterprise's human resources management practice.