A Study On The Microcosmic Mechanism For The Construction Of Corporate Harmonious Labor Relations In The Perspective Of Reciprocal Preferences

With the state-owned economy strategic layout again, state-owned enterprises in the process of restructuring, which inject vitality to the enterprise development and also caused issues that a lot of laid-off and unemployed persons, due to the majority of migrant workers lack of "national treatment" resulting in "labor shortage" issues that affect the economic development of the regions, labor dispute cases increased year by year, groups of labor disputes increased threaten the social stability issues. All of the problems made us feel that labor relations have non-correction and adjustment is not the point, and this is a major problem that we need to solve in building a socialist harmonious society. Currently, most domestic scholars research of harmonious labor relations focused on the macro level, including the stage characteristics and development tend of domestic labor relations, influencing factors and evaluation index system of labor relations, etc. But it has a little concerned for the basic research of microscopic harmonious labor relations. In fact, fundamentally labor relations is employers and labor right and obligation to organize various among other interests stakeholders, as well as with the interest lead to the sum of the cooperation and conflict. Game of power between employers and employees is the basic content of social conflict. Therefore, the study of labor relations must first focus on the micro-level interaction and relationship among the various stakeholders.In view of this, this paper use the research methods of questionnaires, theory and combining quantitative and qualitative. Based on the reciprocal preferences and labor relations of previous studies, first of all, analysis the present situation and existing problems of China’s labor relations. Secondly, build the game models to analysis the interactive mechanism between the employees and the organization as well as between employees and employees. It obtained when employees have reciprocal preferences, enterprise employees can increasing the share of retained earnings to improve the effectiveness of staff, making the staffs increase effort degree to work; when the team members felt that the other team members are friendly, he will reduce the level of effort of their own work to choose cooperation, so that increased levels of teamwork. Finally, the paper established structural equation modeling between reciprocal preferences, psychological contract and the incentives, in order to analysis the interaction between them, so as to explore the path of reciprocal preference to build a harmonious labor relations. The results show that: in the course of business, reciprocal preference have a positive role in the corporate culture. It improve the stability of employees’ psychological contract, and to a certain extent, it contributed to the effective implementation of corporate incentives. The incentives also counterproductive in the psychological contract, making employees’ psychological contract more stable, realized a win-win between enterprises and employees, and achieving the harmonious enterprise labor relations ultimately.