产能过剩背景下，我国东部沿海地区制造业产品的国内外有效需求呈现下滑 之势，经济效益下行压力增大，由此引发的劳资矛盾增多，劳资冲突日益直接化 和尖锐化，劳资纠纷引发的群体性事件呈持续增长态势，已占社会群体性事件的 三分之一以上。中国制造企业供给侧结构性改革正有序进行，但困难不少，其中， 雇佣关系的存续与变更非常棘手，搞不好则损害员工利益，破坏企业和谐劳动关 系，甚至危及社会稳定。基于中国的劳动保护法律法规实施较晚、普及率不高、 员工维权意识淡薄等现状，构建并完善多方参与、群商共策的模式有助于劳资关 系的和谐。 本文基于东部沿海地区水泥、钢铁、玻璃、造船、化工和汽车六大行业的制 造企业调查的数据，根据东部沿海地区制造企业劳动关系纷繁庞杂特性，引用导 师主持的国家社会科学基金课题“供给侧结构性改革背景下中国制造企业结构性 和谐劳动关系研究”中所提出的“五力联动”的劳动关系协调力，即从员工自制 力、企业管理力、工会协商力、政府指导力、非政府组织监督力这五个方面构建 劳动关系协调力对雇佣目标（公平、效率、发言权）调节路径的结构方程模型； 基于所构建的模型提出五个协调力对雇佣目标均为正向影响的假设，运用数据分 析工具SPSS24.0对五个协调力与雇佣目标量表进行信度与效度检验，通过结构 方程模型分析方法，验证五个协调力是否对雇佣目标为正向显著影响，同时，针 对五力协调对公平、效率、发言权结构方程模型的分析比较，总结并提出有利于 构建和谐劳资关系的解决措施与建议。 研究结果表明，在公平的结构方程模型中，企业管理力与公平成负向相关关 系，其余为正向显著影响；在效率的结构方程模型中，非政府组织监督力与效率 是负向相关关系，其余为正向显著影响；在发言权的结构方程模型中，五力都为 正向相关关系，因此在最初提出的15条假设中，最终成立的假设有13条。根据 研究结果，本文有如下建议：第一，建立规范的制度管理体系，加强公平管理， 消除各种歧视和不平等的现象。第二，立健全平等协商机制，加强民主管理，政 II 策制度透明化、程序执行公正化、上下沟通合规化、劳资矛盾处理合法化。第三， 深化供给侧结构性改革，加强高质量管理，实现多方参与，协调配合，以人为本 的管理理念妥善解决劳资矛盾，构建新时代制造企业的和谐劳资关系。 关键词：制造企业；劳动关系协调力；雇佣目标；结构方程模型 硕士学位论文 III ABSTRACT Under the background of overcapacity, the effective domestic and foreign 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. As a result, labor-management conflicts have increased, labor-management conflicts have become increasingly direct and sharpened, and labor-management disputes have triggered Mass incidents have continued to increase, and they have accounted for more than one-third of social mass incidents. The supply-side structural reforms of Chinese manufacturing enterprises are proceeding in an orderly manner, but there are many difficulties. Among them, the existence and change of employment relations are very difficult. If they are not done well, it will damage the interests of employees, damage the harmonious labor relations of the enterprise, and even endanger social stability. Based on China ’s current implementation of labor protection laws and regulations, low penetration rate, and weak awareness of employee rights protection, building and improving a multi-party participation and collective business strategy model is conducive to harmonious labor relations. This article is based on data from surveys of manufacturing enterprises in the six major industries of cement, steel, glass, shipbuilding, chemical industry, and automotive in the eastern coastal areas. The "five forces linkage" labor relationship coordination ability proposed in the "Study on Structural Harmonious Labor Relations of Chinese Manufacturing Enterprises under the Background of Structural Reform", that is, from employee self-control, corporate management, trade union negotiation, government guidance, non-governmental The five aspects of organizational supervision build a structural equation model that regulates the employment relationship (fairness, efficiency, and voice) of the labor relationship coordination ability; based on the constructed model, five hypotheses that the coordination force has a positive impact on the employment goal are proposed. The data analysis tool SPSS24.0 was used to test the reliability and validity of the five coordination and 硕士学位论文 IV employment target scales. Through structural equation model analysis, it was verified whether the five coordination forces had a significant positive impact on the employment target. At the same time, Structural equation model of equity, efficiency, and voice through five forces Comparative analysis, summarized and proposed solutions and suggestions conducive to building a harmonious labor relations. The research results show that in the fair structural equation model, corporate management power and fairness have a negative correlation, and the rest are positively significant. In the structural equation model of efficiency, the supervision and efficiency of NGOs are negatively correlated. , The rest are positive and significant effects; in the structural equation model of the right of speech, the five forces are all positively related, so of the 15 hypotheses initially proposed, 13 were eventually established. According to the research results, this article has the following suggestions: First, establish a standardized system management system, strengthen fair management, and eliminate all kinds of discrimination and inequality. Second, establish and improve an equal consultation mechanism, strengthen democratic management, make policies and systems transparent, implement procedures fairly, ensure compliance with upper and lower communications, and legalize the handling of labor-management conflicts. Third, deepen supply-side structural reforms, strengthen high-quality management, realize multi-party participation, coordination and cooperation, and properly resolve labor-management conflicts with a people-oriented management philosophy, and build a harmonious labor-management relationship for manufacturing enterprises in the new era. KEY WORDS：Manufacturer company；Coordination of labor relations；Employment target；Structural Equation Model 硕士学位论文 V 目录 摘要 ....................................................................................................................................... I ABSTRACT ............................................................................................................................ III 插图索引 ............................................................................................................................ VII 附表索引 ........................................................................................................................... VIII 一、绪论 .............................................................................................................................. 1 （一）选题背景 ............................................................................................................... 1 （二）选题意义 ............................................................................................................... 2 1.理论意义 .................................................................................................................. 2 2.实际意义 .................................................................................................................. 3 （三）研究方法与技术路线图 ........................................................................................ 3 1.研究方法 .................................................................................................................. 3 2.技术路线图 ............................................................................................................... 4 （四）研究内容与研究创新点 ........................................................................................ 5 1.研究内容 .................................................................................................................. 5 2.研究创新点 ...............................................................................