Research On Labor Relations Based On Organizational Culture Identity

Labor relations have become an important economic relationship because of its market-oriented, diverse and complex feature during the economic transitional period in our country. Harmonious labor relations have become an important factor for business development and social harmony. At the same time, because of the development of human society, the awareness of labor culture shift dramatically for people. Working is not only regarded as a basic means of livelihood, but also assimilated into the moral, emotional, mental, spiritual and other factors. Therefore, as an economic relationship benefits, labor relations is not only a social relationship and contractual relations, but also a broad cultural relations. The formation and operation of the state about the relationship, is affected by the concept of organizational culture. So in the process of building and developing harmonious labor relations, we not only improve the economic, legal and administrative means, but also achieve the cultural identity. Cultural identity is the basis and fundamental for stable and harmonious labor relations. But previous studies put more focus on the economic, legal, social management than the cultural studies.On the basis of the comprehensive analysis of the extensive reference, this paper attempts to discuss a series of problems by a combination of qualitative and quantitative analysis, theory and empirical analysis methods. Firstly, according to the characteristics of the cultural environment and labor relations, the paper reviews the relevant theory about cultural identity and harmonious labor relations. Labor relations will be defined as broad cultural relations, which lay the groundwork for the later. In this paper, we combine the theory of the organizational culture with the evaluation theory of labor relations effectively, and then establish a labor relations harmoniousness index evaluation system by using lots of questionnaires and interviews. We explore the cultural mechanism of harmonious labor relations and interactions between the two sides of stakeholders, and try to summarize three cultural paths on realization of harmonious labor relations referring to factor theory that affects the cultural identity from this unique cultural perspective. Finally, we conduct empirical research on a enterprise to analyze the problems according to the evaluation results, and put forward cultural management strategies that can be achieved.In summary, to develop and build a harmonious labor relations, we must consider from the cultural perspective, and form a complete cultural evaluation, diagnosis, analysis and adjustment methods, Formed a complete cultural evaluation, diagnosis, analysis and adjustment methods. Organization could coordinate labor ethics, professional ethics, values, work responsibilities belief, psychological contract and many other ethical aspects, and reach a consensus among all members. Then the enterprise could plan and construct harmonious labor relations according to its own unique organizational culture and operating rules of labor relations practices. The significance of this paper is not only to provide realistic data basis for labor relations cultural management, but also provide a theoretical basis and practical guidance for the development of harmonious labor relations in enterprises.