随着我国社会主义市场经济体制的建立,国有企业也进行了走向市场的公司制改造,改制后的国有企业内的劳动关系由以行政型为主向以契约型为主转变。契约型劳动关系有以下特征:企业管理者与劳动者之间是雇佣与被雇佣关系;劳动关系中的劳动者正处于由“主人翁”向“劳动者”的转变中;企业劳动关系由利益一体型向利益冲突型转变。这种契约型的劳动关系一方面不利于初次分配中公平的实现,表现为企业管理层收入过高而劳动者收入偏低。另一方面也不利于效率的提高,表现为劳动关系矛盾冲突明显加剧。因此,必须进一步深入探索公平与效率相统一视野下的劳动关系的建立途径,通过确立人力资本产权、完善集体谈判制度等改革措施可以推进公平与效率统一的劳动关系的形成,同时,要充分发挥政府在构建和谐劳动关系中的特殊作用,如制定强制企业执行的最低工资标准,但最低工资标准要以马克思的劳动力商品价值理论为基础。 Along with the establishment of China’s socialist market economic system, the state-owned enterprises also carried out the reform of the corporate system toward the market. The labor relations within the state-owned enterprises after the reorganization shifted from administrative type to contractual type. Contractual labor relations have the following characteristics: the relationship between managers and workers is the employment and employment; the workers in labor relations are in the transition from “owner ” to “laborer ”; enterprise labor The relationship between the interests of the type of conflict to the change of interest. This kind of contractual labor relations on the one hand is not conducive to the initial distribution of the fair realization, manifested as corporate management income is too high and workers income is low. On the other hand is not conducive to the improvement of efficiency, manifested in significantly increased contradictions in labor relations. Therefore, it is necessary to further explore ways to establish labor relations in the perspective of the unity of fairness and efficiency. By establishing reform measures such as property rights of human capital and improving the system of collective bargaining, we can promote the formation of a fair and efficient labor relations and, at the same time, give full play to The special role of the government in building a harmonious labor relationship, such as setting a minimum wage for enforcement of a firm, is based on the Marxist theory of labor value of goods.