学位论文原创性声明
本人所提交的学位论文《Z银行和谐劳动关系评价研究》，是在导师的指导下，独
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任何其他个人或集体已经发表或撰写过的研究成果。对本文的研究做出重要贡献的个
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论文作者（签名）：
指导教师确认（签名）：
2022年 5月 10日
2022年 5月 10日
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论文作者（签名）：
指导教师（签名）：
2022年 5月 10日
2022年 5月 10日

摘要
随着社会主要矛盾的转化、现代科学技术的发展，我国的劳动关系变得更加复杂
多样。Z银行（Z城市商业银行）出现了劳动争议和纠纷由无到有且逐渐增多、员工
流失率尤其是正式员工离职占比升高、员工工作积极性不高等诸多状况。本文希望通
过构建评价指标体系，对企业和谐劳动关系状况实施有效评价，找到解决问题的方法
和途径，以便维护广大员工的切身利益，保障企业平稳快速发展，构建企业和谐劳动
关系。
本文从 Z银行内部视角，从企业、工会、员工三方，尤其侧重于从员工方面开展
和谐劳动关系评价相关的研究。首先，运用文献研究法对劳动关系及和谐劳动关系相
关的概念、内涵、理论、评价模型、指标体系等进行了简要论述。其次，根据 Z银行
内部文件数据及其他外部资料，运用扎根理论研究法构建出包含 5个主范畴和 34个子
范畴的和谐劳动关系概念模型；结合桑德沃模型、ERG理论及众多学者研究成果进行
理论对比与文献比较；采用专家咨询法和隶属度分析对评价指标进行修正，最终形成
了一个包含 5个一级指标、25个二级指标的初始评价指标体系。然后，在 Z银行开展
问卷调查，通过探索性因子分析、验证性因子分析的交叉检验对指标体系进行验证。
最后，结合评价指标体系，运用多层次模糊综合评价法对 Z银行劳动关系进行评价。
研究显示，Z银行和谐劳动关系可以从薪酬福利、劳动保障、民主管理、组织氛
围、职业发展等方面进行评价，其整体状况处于“一般”与“比较和谐”之间。在五
个方面分别存在利益分配与激励方式不合理、劳动权益保障落实不到位、参与管理作
用发挥不充分、劳动关系矛盾调处机制不健全、人才选拔与培养模式不完善等问题，
它们也是劳动关系不和谐现象出现的原因。为了构建和谐劳动关系，结合评价结果及
Z银行实际，提出了建立健全薪酬福利管理体系、强化劳动保障制度建设与落实、推
进民主管理与工会充分参与、营造以人文本与合作共赢的组织氛围、明确职业发展路
径与职业生涯规划等建议。本文的研究为科学合理地评价 Z银行和谐劳动关系提供了
方法，在评价城市商业银行劳动关系和谐状况以及构建企业和谐劳动关系等方面，也
有一定的参考价值。
关键词：和谐劳动关系；评价指标体系；扎根理论；模糊综合评价法
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Abstract
With the transformation of the social principal contradictions and the development of
modern science and technology, labor relations in China have become more and more
complex and diverse. Z bank (Z city commercial bank) also has experienced many situations,
such as labor disputes and controversies have gradually increased from scratch, the employee
turnover rate, especially the turnover rate of regular employees has increased, and the
enthusiasm of employees has decreased. The purpose of this thesis is to build an evaluation
index system, which can effectively evaluate the harmonious labor relations in enterprises,
and furthermore give suggestions to solve the existing problems and improve the
management level, so as to safeguard the vital interests of employees, ensure the stable and
rapid development of enterprises, and build harmonious labor relations in enterprises.
This thesis focuses on the evaluation of harmonious labor relations of Z bank from three
aspects: enterprises, trade unions and employees, especially from the perspective of
employees. Firstly, the concepts, connotations, theories, evaluation models, index systems
related to labor relations and harmonious labor relations have been briefly discussed by using
of the literature research method. Secondly, according to the current situation of labor
relations in Z bank and internal and external literature, a conceptual model of harmonious
labor relations, which includes five main categories and thirty-four subcategories, has been
constructed through the grounded theory research method. Furthermore, the evaluation
indexes have been revised through expert consultation and affiliation analysis, in the basis of
theoretical comparison and literature testing with the Sandver model, ERG theory and the
research results of many scholars. And a harmonious labor relations evaluation index system
containing five first-level indicators and twenty-five second-level indicators has been finally
formed. Thirdly, a questionnaire survey was conducted in Z bank to verify the index system
through the cross test of exploratory factor analysis and confirmatory factor analysis. Finally,
the harmony of labor relations in Z bank has been evaluated through the multi-level fuzzy
comprehensive evaluation method.
The research shows that the harmonious labor relations of Z bank can be evaluated from
five dimensions which are summarized as salary and welfare, labor security, democratic
management, organizational atmosphere and career development. And the overall evaluation
result is between general and relative harmony. In the above five dimensions, there are some
problems, such as the unreasonable interest distribution and incentive methods, inadequate
III
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