Research On The Harmonious Labor Relations In Manufacturing Enterprises Based On Balancing Equity,Efficiency,and Voice

Under the background of overcapacity,the international and domestic effective demand for manufacturing products in the eastern coastal areas of China has shown a downward trend,and the downward pressure on economic benefits has increased.The conflicts between labor and capital have increased,labor conflicts have become increasingly direct and sharp,and labor disputes have triggered Group events have continued to grow,accounting for more than one-third of social group events.With the advancement of structural reforms on the supply side,the contradiction between labor and capital faced by mergers and acquisitions of Chinese manufacturing enterprises presents structural characteristics.The employees of mergers,mergers,mergers and reorganizations have harmonious feelings,fairness,efficiency,and voice.Sexual characteristics.In reality,different types of companies have different characteristics in terms of employee harmony and employment relationship goals(equity,efficiency,and voice).Even in the same enterprise,different employees have significantly different characteristics in terms of harmonious feelings and goals for employment relationships.Therefore,there are structural labor relations in different types of enterprises,and it is helpful to understand the characteristics of employees' harmonious feelings and employment goals in different types of enterprises,which will help enterprises to establish structural and harmonious labor relations in the process of merger and reorganization.Based on the survey data of manufacturing enterprises in six industries in the eastern coastal region,this paper analyzes and compares the fairness,efficiency and the mean difference of the right to speak,the difference in the sense of employee harmony,and the self-conformity of mergers and acquisitions.A structural equation model for the sense of harmony between variables and employees.According to the types and characteristics of the structural labor relations of manufacturing enterprises in China,we design the employee's harmonious feeling scale(employee satisfaction)and the scale of employment relationship(efficiency,equity,and voice)for the enterprise,and carry out the scale.Reliability and validity test,through the structural equation model analysis method,analyze and compare the path coefficient of the structural equation model of the harmonious labor relationship before and after the merger,and whether the pre-merger is more conducive to the construction of the harmonious labor relationship of the merged enterprise,and at the same time,through the efficiency The analysis and comparison of the structural equation model of the harmonious sense of the employees,the fairness,the right to speak and the employees of the manufacturing enterprise,summarizes the suggestions and measures that are conducive to the construction of harmonious labor relations.The research shows that the fairness,efficiency and voice of manufacturing enterprises have a significant positive impact on employees' harmonious feelings;the merger,reorganization and reorganization of enterprises have the highest balance of fairness,efficiency and speaking power;in the context of supply-side structural reform,manufacturing employees' satisfaction is not allowed.Optimistic;manufacturing enterprise employees pay more attention to non-material factors such as fairness and voice;the construction of manufacturing companies in terms of voice needs to be strengthened.Therefore,through the establishment of a reasonable consultation mechanism to promote efficiency,fairness,and the balance of voice.Manufacturing enterprise managers should take the initiative to participate in supply-side reforms,but do not blindly merge and reorganize.Provide employees with a fair and just platform for making suggestions and give full play to the role of trade unions.Construct a harmonious labor relationship that changes from “single value” to “multiple values”.At the same time,it combines the methods of labor relationship management and human resource management in a proper way.