中国劳资关系中劳动者很难通过工会组织形成足以牵制资本所有者力量的博弈集团，而劳资契约的不完全性又决定了劳动者权益的实现很大程度上取决于劳动者与资本所有者之间的博弈较量，劳资关系面临失衡的风险，政府必须在劳资关系调整中发挥重要作用。中国政府目前从增强劳方的博弈力量、保证劳方基本权益的实现、完善劳动争议处理等方面形成了劳资关系正式调整框架。然而，2015年以来，伴随着人工智能时代的来临，中国劳资关系契约开始由固定式走向不确定式，中国政府在对劳资关系进行调整时需要从提升人力资本、缓解就业压力、加强社会保障与法律制度建设等方面入手，保证劳动者权益的实现，同时助力劳资关系平稳过渡，并促进经济增长与社会稳定的双赢。

In China's labor-management relations, it is difficult for workers to form a game group that can contain the power of capital owners through trade unions, and the incompleteness of labor contracts determines that the realization of workers' rights and interests largely depends on the game competition between workers and capital owners, labor relations face the risk of imbalance, and the government must play an important role in the adjustment of labor-management relations. At present, the Chinese government has formed a formal framework for the adjustment of labor-management relations in terms of enhancing the game power of labor, ensuring the realization of the basic rights and interests of labor, and improving the handling of labor disputes. However, since 2015, with the advent of the era of artificial intelligence, China's labor relations contracts have begun to move from fixed to uncertain, and the Chinese government needs to start from improving human capital, alleviating employment pressure, strengthening social security and legal system construction when adjusting labor relations, etc., to ensure the realization of workers' rights and interests, and at the same time help smooth the transition of labor-management relations, and promote a win-win situation of economic growth and social stability.（AI翻译）

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