数字化的时空以及劳动的数字化改变了传统劳动关系格局，带来了“去工作场所化”和“去组织化”，加速推动了企业的轻资产化和员工的分散化，不仅显著增加了劳动力供给规模，也大大削弱了劳动力组织起来的能力。更为重要的是，数字技术对生产、工作和社会交流深入渗透而产生的数据流，正在以完全不对称的方式涌向雇主群体，资本以无所不能的姿态出现在劳动者面前。劳动时间的延长和控制重新成为企业管理的主题，并带来劳动者工作生活边界、生产消费边界、专职兼职边界的模糊和消失。过去稳定的、以劳动合同为基础、具有可预期性的劳动关系状态面临被冲击甚至被瓦解的风险，取而代之的将是充满个体化竞争、数据霸权以及劳动力市场极化的劳动关系新形态。在此背景下，探寻互联网环境下约束和平衡企业资本的新手段，推动以劳动时间规制、员工数据保护、灵活就业人群保障、工会组织建设和算法协商为主要内容的数字化时代劳动政策的变革势在必行。

数字化, 劳动关系, 新就业形态, 劳动政策, 巨能资本, 离散劳动

The digitized space-time continuum and the digitization of labor have transformed the traditional landscape of labor relations, bringing about significant impacts such as “de-workplaceization” and “de-organizationalization” of work. These new developments have expedited the shift toward asset-light enterprises and a more dispersed workforce, leading to a substantial expansion of the labor supply scale and a considerable weakening of labor’s organizational capacity. More critically, as digital technologies are deeply integrated into production, work, and social interaction, data flows are increasingly generated and directed in a highly asymmetric manner, predominantly benefiting employers. The extension and intensified control of working time have re-emerged as central themes in corporate management, contributing to the disappearance of boundaries between work and life, production and consumption, and full-time and part-time employment. The previously stable and predictable labor relations, based on formal employment contracts, now face disruptions. Meanwhile, a new labor relations configuration is taking shape, with individualized competition, data hegemony, and labor market polarization as new features. As such, it is imperative to explore new mechanisms to constrain and balance

corporate capital in the digital environment.

digitalization, labor relations, new forms of employment, labor policy, mega capital, dispersed labor