Case Research On The Formation Mechanism Of Labor Conflicts Under Flexible Employment

Labor relations is the most basic social and economic relationship in China's socialist market economy.Under the situation of serious imbalance between labor and capital,China's labor-management relationship shows an increase in conflicts and escalation of contradictions,which has affected the stable development of China's social economy.With the increasing market environment in China and the growing number of flexible employees,in May 2016,Wal-Mart(China)announced that it would implement comprehensive working hours throughout the country.This is a typical form of flexible employment,but it has aroused strong opposition from employees and created a series of labor conflicts.which aroused strong opposition from employees and created a series of labor conflicts.This provided a typical sample for case studies.Therefore,this paper took Wal-Mart(China)as the research object,and explored the formation mechanism of labor-management conflicts under flexible employment from the perspective of high-performance work system,organizational identity and psychological contract.The existing research on labor conflicts mainly studied from the perspectives of sociology,political science,economics,etc.,and focused on regulating labor relations through the role of government.The research on human resource management studied more research on improving corporate performance,but less research on paying attention to employee psychological changes at the micro level of the enterprise,and implementing humanistic management.This study used literature analysis methods,single case research methods,interviews,and participatory observation methods,to explore the formation mechanism of labor conflicts under flexible employment.The research found that labor conflicts under flexible employment include five links: with the development of enterprises,the business strategy transformation of enterprises,the practice of high-performance human resources are gradually transformed into low-cost human resource practices,employee organizational identification(survivable,attributive and successful organizational identification)continually lowering,employee benefits damaged and occupational instability lead to employee psychological contract destruction,group psychological contract violations,employee dissatisfaction and anger eventually lead to hidden labor conflicts and explicit labor conflicts.In this process,the trade unions did not act,the legal system was imperfect,and the local government did not have enough supervision.The employees' rights and interests were not protected in time,which aggravated the contradiction between labor and capital.This research adopted the case study method and enriched the research on labor conflicts from the perspective of enterprise management and employee psychology in the context of flexible employment.Based on this,when pursuing development,enterprises should not only emphasize control costs,but also pay attention to changes in employees' psychological processes.The effective implementation of human resource management also requires the state and government to strengthen macroeconomic regulation and control.