隨著經濟的市場化和全球化進程，中國大陸的勞動關係發生了劇烈而深刻的變化，勞資之間的利益分化和利益矛盾越來越突出，由此產生的勞資衝突頻繁不斷，已成為影響經濟和社會協調發展的最嚴重的社會問題。本論文圍繞著中國勞資衝突的兩種主要形式，即勞動爭議和勞工群體性事件的現狀和特徵進行分析，探討勞資衝突的制度性成因，包括國有企業改革、勞工政策和國家經濟增長政策中存在的問題，並對探索治理勞資衝突的勞工政策和勞資關係調整模式提出了政策性建議。

Something has taken place of the Labor Relations in Mainland China acutely, along with the extent of economy marketization and globalization. Influenced by the more and more serious benefit polarization and contradiction between labor and management, labor-management conflict occurs frequently, and has become one of the most serious social problems which influences the harmonious development of economy and society. This paper aims at two main kinds of the labor-management conflict, named labor disputes and collective labor incidents. It analyzes the situation, the characteristics and the institutional causations of the labor-management conflicts, such as problems in the reform of state-owned enterprises, labor policy and economic policy making. It also tables some policy proposals on managing the labor-management conflicts and on labor relations mode of China.