Suchergebnisse

Abstract
From September 2011, in the village of Wukan, Lufeng City, Guangdong, large-scale villagers' demonstrations broke out as a result of problems related to land and village affairs. The demonstrations attracted attention both within and outside of China. The Guangdong Provincial Government was later to become directly involved, and worked to support the villagers of Wukan in hosting a new round of elections for their Village Committee. With the guidance of experts, systemic innovations were made, for example, the use of 'combined self-nomination and nomination by others' to elect the Villagers' Election Committee; the use of a 'one person, one vote' system to elect villagers' representatives, and so on. These innovations also gained attention both in China and abroad. The greatest failure of the Wukan elections was that the attempt to introduce innovations to put in place a 'convener' for the villagers' meetings was unsuccessful. The failure to establish an independent system for convening villagers' meetings and villagers' representatives meetings has led to the difficult situation within which Wukan finds itself today.

PurposeFeelings about conflict in labor relations are determined by both the objective conditions surrounding the dimension of labor relations and their subjective evaluation. This study aims to examine features of the subjective evaluation factors in labor relations for new generation employees born in the post-1980s, transitional China, and to explore the conflict reduction strategies in labor relations.Design/methodology/approachThis study designed items and a scale to measure employees' subjective evaluation bias regarding labor relations, and conducted a survey of 1,500 employees in 80 Chinese enterprises. It conducted a principal components analysis of the subjective evaluation biases, and a covariance analysis to explore differences in the common factors between employees of two generations. Comparing the subjective bias with the objective status of labor relations, as well as with employers' expectations, this study analyzed the feelings toward conflict and conflict management strategies.FindingsThere are eight common factors in the subjective evaluation bias toward labor relations, four of which show significant differences between employees of two generations. Employers should study these differences, and apply conflict reduction measures to manage labor relations.Originality/valueThis is one of the first studies to propose the concept of a subjective evaluation bias regarding labor relations, and examine the common factors and features among new generation employees. It establishes a model for feelings toward conflict through four combinations of the subjective preferences and objective status dimensions. This study offers new insights for reducing workplace conflict.