企业是我国“一带一路”建设走深走实的支柱性主体。近年来中国企业“走出去”因劳工权益问题遭遇劳动争议、罢工等劳资冲突，这极大制约着海外中国企业的健康发展。本课题基于改进的异质性企业模型（Helpman et al，2004)、工会与企业生产能力博弈模型（Fanti L.，2017），识别东道国就业保护与工会制度如何通过用工成本的调整影响海外中国企业的雇佣效率。采用课题组在20个国家的中国企业一手调查数据，实证检验就业保护、工会力量对海外中国企业雇佣效率及其损失水平的影响 ，识别海外中国企业劳资冲突发生风险，评价中国企业海外雇佣实践与企业社会责任履行实践的效果。课题将从企业经济与社会绩效共同提升的思路，变成本约束为激励条件，提出“企业-东道国工会-员工”共同治理的适应性机制，推动中国对外直接投资由量到质的转变，塑造中国企业负责任全球企业公民形象。

Enterprises are the pillars of China's "One Belt, One Road" Initiative. In recent years, Chinese ODI enterprises have frequently encountered labor disputes and strikes. Consequently, this greatly restricts the steady development of overseas Chinese enterprises. Based on the upgraded heterogeneous enterprise model (Helpman et al, 2004), and the game model between trade union and enterprise production capacity (Fanti L., 2017), this project attempts to identify how the employment protection and trade union system in the host countries affect the employment efficiency of Chinese overseas enterprises through the adjustment of the labor cost. Using the quantitative survey data of Chinese enterprises in 20 countries, the author tests the impact of employment protection and trade union of host countries on the employment efficiency and its loss level of Chinese overseas enterprises. Then the effects of corporate social responsibility practice on the employment efficiency of Chinese overseas enterprises are evaluated. It proposes an adaptive mechanism among “employer-host country trade union-employee” to promote China's foreign direct investment. Finally, this project ends up with suggestions to help improving the image of Chinese enterprises in the context of global corporate citizenship.