The Evolution Process Of Mass Events In Labor Conflicts And Its Governance

In recent years,China's economy has developed rapidly and its operational difficulties have far exceeded expectations.The adjustment of the economic structure has promoted the accumulation of employment structure and promoted the transformation of China's labor relations into the labor market.In the process of transformation,labor relations are ruptured but there is no set of operational mechanism that can balance labor relations.Although the Labor Law clarifies that collective bargaining system is the main measure to regulate labor relations,the main body of negotiation is not mature.It is only the sound that does not see its shape.On the other hand,as the backing of laborers' rights protection,the independence of trade unions is not strong.Employees and trade unions not only lack the support of the system level-the right to strike,but also the information of the labor and management is not equal because the communication channels are not interoperable,which makes labor and capital The effectiveness of the negotiations was minimal.At present,the scale of China's labor-intensive industries is still huge.This part of the industry can basically rely on the end profit of the industrial chain.However,under the global economic downturn and the market downturn,the employers must work to reduce labor costs.At the same time,the labor force continues to be surplus,and the labor rights in the structurally unbalanced labor market are difficult to guarantee,and the fair bottom line is often broken.Under this pattern of "strong capital and weak labor",the labor-management relationship has deteriorated and evolved into a realconflict.It has not only caused losses to both employers and employees,but has also become a major hidden danger to social security and stability.The author aims to put forward governance suggestions through the analysis of the evolution process of collective incidents of labor conflicts.The first chapter summarizes the concept,related theories and literature review of collective conflicts in labor conflicts.The second chapter introduces the basic situation,development path and research methods of grounded theory,and screens 13 cases for grounding theory.The case text explains the process of collecting and processing the data.The third chapter mainly uses the three-level coding of grounded theory to form the evolution model of labor conflicts.The fourth chapter is based on the code family given by Glazer.The theoretical analysis framework analyzes the causal relationship,intermediary conditions,action strategies and results of collective conflicts in labor conflicts.The fourth chapter proposes to give full play to the role of government and enterprises and improve the system for the evolution of labor conflicts.Three governance recommendations for the coordination mechanism of labor-management relations and the establishment of an early warning system for collective incidents of labor-capital conflicts.Based on the grounded theory,this study draws the conclusions of the root cause of conflict—the conflict escalation—the conflict deadlock—the logical line of conflict resolution,and concludes that the damage perception,triggering event,organizational process,Labor and capital game,return to balance five core areas.At the same time,the evolutionary model is a dynamic process,and when the contract breaks down,it will enter a new round of labor conflicts.