在互联网时代，信息技术与人们的工作及生活深度融合，对传统劳资冲突的研究已 难以适应社会新发展需求，劳资冲突在网络背景下有了新的特点及趋势。在构建国家治 理体系和治理能力现代化的背景下，开展劳资冲突的网络演化研究具有实际意义。 本文首先分析了国内外劳资冲突网络演化研究现状，提出研究劳资冲突网络演化的 问题。其次结合社会燃烧理论和心理契约理论，从可燃物质、助燃剂、点火温度三个方 面对网络背景下劳资冲突予以分析，并对心理契约在劳资冲突演化中的调节作用进行阐 述，构建出社会燃烧理论视角下劳资冲突网络演化模型。再次本文结合2020年中国劳 动统计年鉴、中国职工调查报告等数据对当前我国劳资冲突的现状、特点及影响原因进 行分析。以百度互联网、微博等网络平台为依托，选取2020年快递员停工案例，并利 用社会燃烧理论劳资冲突网络演化模型对快递员停工事件进行分析。最后结合社会燃烧 理论有针对性的提出预防和化解劳资冲突的四大对策，即以加强企业的党建为重点,构 建劳资冲突治理体系现代化机制；以化解劳资冲突矛盾为重点,构建劳资认同机制；以 “减压、降阈”为重点构建劳资利益共同体机制；以强化互联网管理为切入点构建政府 响应机制。这些治理对策将为政府及企业完善互联网背景下的劳资冲突治理体系提供借 鉴。 关键词：社会燃烧理论；劳资冲突；网络演化；应对策略 中原工学院硕士学位论文 II Abstract In the Internet era, the information technology and people’s work and life are deeply integrated, the study of traditional labor and capital conflict has been difficult to adapt to the needs of new social development, labor and capital conflict in the background of the network has new features and tendencies. Given the construction of Chinese management system and the modernization of governance ability , it is vital to study the network evolution of labor-capital conflict practically. Firstly, this thesis analyzes the present condition of researches on the network evolution of labor and capital conflict domestically and internationally ,and raised the problems in this issue. Secondly, combining social combustion theory and psychological contract theory, this thesis analyzes the labor and capital conflict under the network from three aspects ,namely the combustible material, combustion promoter and ignition temperature, and elaborates the regulatory role of psychological contract in the evolution of labor and capital conflict, thus constructs the network evolution model of labor and capital conflict from the perspective of social combustion theory. Thirdly, based on the data of China Labor Statistics Yearbook in 2020 and China Employee Survey Report ,the thesis analyzes the current situation, characteristics and influencing reasons of labor and capital conflict in China. Based on the network platforms such as Baidu Internet and Weibo, the case of deliveryman shutdown in 2020 was selected, and the social combustion theory and network labor and capital conflict evolution model were used to analyze deliveryman shutdown events. Finally, with the theory of social combustion, four countermeasures are put forward to prevent and resolve labor and capital conflict, namely, to strengthen the Party construction of enterprises as the focus, to build a modern mechanism of management system of labor and capital conflict; To solve the labor and capital conflict as the focus of the construction of labor identity mechanism; To “decompress, lower threshold” as the focus of the construction of labor and capital interests community mechanism; To strengthen the Internet management as the entry point to build the government response mechanism. These governance measures will provide reference for the government and enterprises to improve the management system of labor and capital conflict under the background of the Internet. Key words: social combustion theory; labor-capital conflict; network evolution; counter actions 中原工学院硕士学位论文 III 目 录 摘要 ······································· I Abstract ····································· II 目 录 ······································ III 1 绪 论 ······································ 1 1.1 研究意义 ·································· 1 1.1.1 理论意义 ······························· 1 1.1.2 现实意义 ······························· 1 1.2 研究综述 ·································· 2 1.2.1 国外研究综述 ····························· 2 1.2.2 国内研究综述 ····························· 3 1.3 研究内容及方法 ······························· 4 1.3.1 研究内容 ······························· 4 1.3.2 研究方法 ······························· 4 1.4 创新点 ··································· 5 2 核心概念及相关理论 ································ 6 2.1 核心概念 ·································· 6 2.1.1 劳资冲突 ······························· 6 2.1.2 群体性事件 ······························ 6 2.1.3 意见领袖 ······························· 6 2.1.4 网络集群行为 ····························· 7 2.2 基本理论 ·································· 7 2.2.1 社会燃烧理论 ····························· 7 2.2.2 心理契约理论 ····························· 8 3 劳资冲突的社会燃烧理论分析 ··························· 10 3.1 社会燃烧理论对劳资冲突研究的适用性 ···················· 10 3.2 劳资冲突的“可燃物质” ·························· 10 3.3 劳资冲突的“助燃剂” ··························· 11 3.4 劳资冲突的“点火温度” ·························· 12 3.5 心理契约在劳资冲突演化中发挥调节作用 ··················· 12 3.6 社会燃烧理论视角下劳资冲突网络演化机理 ·················· 14 4 我国劳资冲突现状、特点及成因 ·························· 17 4.1 我国劳资冲突现状 ····························· 17 4.1.1 劳资争议案件数量及参与人数呈现双增长趋势 ·············· 17 4.1.2 集体劳动争议劳动者人数高位运行 ··················· 17 4.1.3 因劳动报酬、社会保险导致的劳动争议占比较高 ············· 19 4.1.4 以调解方式处理劳动争议占比较高 ··················· 19 4.2 我国劳资冲突的特点 ···························· 19 4.2.1 互联网信息传播速度加速了网络集群的形成 ··············· 19 4.2.2 互联网的粘性增强了劳资冲突组织效果 ················· 20 中原工学院硕士学位论文 IV 4.2.3 互联网的集体记忆加剧了劳资冲突的同类示范作用 ············ 20 4.3 影响我国劳资关系的原因 ·························· 20 4.3.1 企业对党建工作重视程度不够 ····················· 20 4.3.2 劳动报酬在初次分配中占比不高 ···················· 21 4.3.3 劳方议价能力不强 ·························· 23 4.3.4 对劳动者的保障机制不到位 ······················ 24 4.3.5 企业内部诉求及表达渠道不畅通 ···················· 24 4.3.6 政府危机响应机制不完善 ······················· 25 5社会燃烧理论视角下快递员停工事件案例分析 ···················· 26 5.1 事件概述 ································· 26 5.2 事件背景 ································· 26 5.2.1 我国快递行业的运行模式各有差异 ··················· 26 5.2.2 快递员招募方式的不规范 ················