企业劳动关系与全要素生产率

——基于劳动争议司法诉讼的证据

许晨曦^1,2　刘肖楠²　赵文静²　贺宏²

（1.中国人民大学；2.首都经济贸易大学）

内容提要：作为新质生产力的核心标志，全要素生产率大幅提升对于中国实现经济高质量发展具有重要意义。本文以企业劳动关系为切入点，利用2014—2022年A股上市公司劳动争议司法诉讼案件数据，实证检验劳动争议对企业全要素生产率的影响。研究结果表明，劳动争议对企业全要素生产率具有负面影响，主要影响机制是降低企业人力资本积累和提高企业监督成本；异质性分析结果表明，在地区法律保护水平较高的企业、劳动密集型企业及处于非衰退期的企业，劳动争议对全要素生产率的负面影响更为明显；进一步分析结果表明，工业机器人的应用削弱了劳动争议对企业全要素生产率的负面影响。本文的研究结论有助于深化对劳动关系经济后果的理解，也为企业提高全要素生产率提供了有益启示。

关键词：劳动关系；劳动争议；员工稳定性；员工素质；监督成本；全要素生产率

作者简介：许晨曦，中国人民大学商学院博士后，北京，100872；首都经济贸易大学会计学院副教授、博士生导师，北京，100070；刘肖楠，首都经济贸易大学会计学院博士研究生；赵文静，首都经济贸易大学会计学院博士研究生，通信作者；贺宏，首都经济贸易大学会计学院教授、博士生导师。

基金项目：国家社会科学基金青年项目“数智化赋能国有企业突破性创新的机制、路径与对策研究”（24CJL048）

引用格式：许晨曦,刘肖楠,赵文静,等.企业劳动关系与全要素生产率——基于劳动争议司法诉讼的证据[J].经济与管理研究,2025,46(12):125-141.

Enterprise Labor Relations and Total Factor Productivity

—Evidence from the Judicial Litigation Cases with Labor Disputes

XU Chenxi^1,2, LIU Xiaonan², ZHAO Wenjing², HE Hong²

(1. Renmin University of China, Beijing 100872;

2. Capital University of Economics and Business, Beijing 100070)

Abstract: As a core indicator of new quality productive forces, total factor productivity (TFP) is of great significance for China to achieve high-quality economic development. Taking enterprise labor relations as an analytical starting point and against the backdrop of labor disputes in listed companies, this paper empirically examines the impact of labor disputes on firm-level TFP using judicial litigation data from A-share listed companies from 2014 to 2022.

The findings reveal that labor disputes exert a negative impact on firm-level TFP, primarily through two mechanisms: the reduction of human capital accumulation and the increase in supervision costs. Specifically, labor disputes can trigger talent attrition, and the departure of core employees sends negative signals to the market, thereby undermining the firm’s capacity for human capital accumulation. Simultaneously, when the trust between labor and management deteriorates, firms must increase supervision expenditures to guard against moral hazards, while employees may engage in passive work behaviors due to a psychological contract breach. These combined effects lead to a decline in the marginal output of labor.

Heterogeneity analysis indicates that the negative effect of labor disputes on TFP is more pronounced in firms located in regions with stronger legal protection, labor-intensive firms, and those operating during non-recession periods. Further analysis shows that industrial robot adoption mitigates the adverse impact of labor disputes on TFP. The underlying reasons are twofold. On the one hand, robots have replaced numerous repetitive and hazardous tasks, enabling workers to concentrate more on R&D, management, and skilled positions. Consequently, labor disputes have gradually shifted from direct confrontations threatening production continuity to institutionalized negotiations, thereby reducing their detrimental effect on productivity. On the other hand, robot adoption is often accompanied by process reengineering and informatization development, which not only enhances production efficiency but also improves labor management, further cushioning the negative effects of disputes.

The potential contributions are as follows. First, it focuses on labor dispute litigation as a direct manifestation of tense labor relations, offering a more authentic reflection of the actual state of internal labor relations within firms, and thereby uncovers the relational roots of TFP loss and expands the research dimensions on factors influencing TFP. Second, it delves into the negative impact mechanisms of labor disputes on TFP, addressing a gap in the existing literature concerning the adverse effects of labor protection.The findings offer meaningful policy implications. This paper aids in accurately understanding the role of labor relations in high-quality enterprise development, providing insights for policymakers to refine relevant laws and regulations and optimize judicial procedures, while offering scientific guidance for corporate managers to improve labor relations.

Keywords: labor relations; labor disputes; employee stability; employee quality; supervision costs; total factor productivity

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