從宏觀制度層面，中共的領導主要是透過全能主義的大行政系統；實現\r 該全能行政系統之基礎，可分為公有制、單位制與待遇制。合以建政後的計\r 畫經濟發展路線下，勞動關係往往只是行政關係的延伸。又集體主義之下，\r 由個人利益所發展之集體勞動關係並不存在，勞動關係反係由工會、企業及\r 國家所共構，並以此保護個別勞動者利益。縱經20 餘年改革開放，勞動爭 議法制仍保有相當社會主義、集體主義色彩。即中國之勞動關係之現象固仍\r 可見工人利益、工會、政府規範，但其成因卻與依照西方發展理論所建構國\r 家—社會關係不同。其勞動法制分析不能全然套用台灣或已開發國家建構之\r 概念。因此本文從司法實務與立法，逐步分析其勞動爭議體制，特別著重於\r 非訟程序之解決機制。 Due to the planned economy, China’s labor relations were merely an extension of the administrative relations. Led by collectivism, collective labor relations based on individual interests actually did not exist in China. On the contrary, the labor relations aiming to protect individual labor interests, were a complex of labor interests, trade unions, and the administration. Although the factors such as labor interests, trade unions, and governmental regulations could be found in China’s labor market, the causes of them were different from those of capitalism. Accordingly, the conceptions derived from Taiwan or other developed countries couldn’t be entirely applied into China’s labor relations. This research attempts to review China’s labor dispute resolution system from the perspectives of China’s legal system and case studies, especially in the field of mediation, arbitration, and arbitration before litigation.