从化石燃料向低碳经济过渡是缓解气候变暖的主要途径。环境治理和绿色转型的要求迫切需要降低煤炭产量，大力发展可替代清洁能源。作为掌握国家经济命脉的主要资源型产业，煤炭行业以国企垄断为主。当前，我国的煤炭行业处于一个需求降低，产能过剩，市场供需不平衡的情况，大部分国有煤炭企业效益下滑，亏损较为严重，不利于煤炭行业的健康发展、职工就业和社会稳定。如何在供给侧结构性改革、煤炭去产能的过程中安置动辄上万的国企员工和家属，尽量降低去产能对煤炭行业从业者的影响，是煤炭转型过程中不可忽视的问题。本研究旨在理解煤炭国有企业员工这一群体目前的生活现状，转型分流的情况，分析国有企业在转型去产能的过程中所发挥的重要作用、承担的社会责任等，通过研究结论来给其他行业的转型提供经验，助力我国的供给侧结构性改革，推动绿色转型。

本文共分为四大部分。

第一部分是研究问题的现实缘起与理论分析，阐明本研究的出发缘由与理论基础。通过对现实情况下我国煤炭行业存在问题的分析，特别是煤炭从业人员所遇到的生计困难，就业困境，以及对企业社会责任理论、煤炭去产能、转型理论的文献回顾与评述，来夯实本文的研究框架与逻辑。

第二部分是研究设计。通过对我国各省份煤炭产能流入和流出情况的分类各选取两个代表性省份：产能流出省安徽和产能流入省山西。在两省根据研究的可及性和便利性选取两个大型煤炭国有企业，通过前期制定访谈提纲，进入田野点与访谈对象进行一对一的深入交流；进入矿井、公司办公室等场域，获得企业内部相关的一手资料，来为研究结果的产出奠定良好的基础。

第三部分是质性研究资料的呈现与分析。研究发现，国有煤炭企业的员工存在较强的身份认同，对企业有一定的依赖性，在矿井关停后鲜有离开煤矿体系的员工，基本依赖企业进行工作的再分配。但在被重新安置之后，大部分员工新岗位的工作条件、薪酬、福利等都受到了不同程度的负面影响，由于工作内容、地点、技术要求和相对工作地位的变更，员工无法在短期内完全适应新的工作安排。再安置进而影响到员工的家庭福祉，员工及其家人体验到不同程度的被剥夺感。目前的煤炭去产能转型是国有企业和员工共同付出的结果。员工承担着企业转型、能源转型和整个国家经济转型的社会成本。

第四部分是研究结论。国有企业在煤炭去产能转型的过程中充分发挥集体主义，利用家长式分配，内部退养等方式承担员工的就业压力与环保压力等，履行了政治、经济、环境资源保护等社会责任。但在这一过程中，存在着企业经济目标受损、成本负担大、安置策略可持续性不强、员工部分权益受到损害等问题。需要国有企业进一步挖掘自身潜力，在煤炭产业之外进行转型探索，发展多元产业，以及国家社会的共同努力，来实现我国煤炭行业的平稳绿色转型。

The transition from fossil fuels to a low-carbon economy is the main way to mitigate climate warming. The requirements of environmental governance and green transformation urgently require the reduction of coal production and the vigorous development of alternative clean energy. As a major resource-based industry that holds the lifeblood of the national economy, the coal industry is dominated by the monopoly of state-owned enterprises. Currently, China's coal industry is in a situation of lower demand, overcapacity, and imbalance between supply and demand in the market. Most of the state-owned coal enterprises have declining efficiency and more serious losses, which is not conducive to the healthy development of the coal industry, employee employment and social stability. How to resettle tens of thousands of SOE employees and their families in the process of supply-side structural reform and coal production capacity removal, and minimize the impact of production capacity removal on coal industry employees, is a problem that cannot be ignored in the process of coal transformation. This study aims to understand the current life situation of the group of employees of coal state-owned enterprises, the transformation and diversion, as well as the important role played by state-owned enterprises in the process of transformation and de-capacity, and the social responsibility undertaken, etc. Through the findings of the study to provide experience to the transformation of other industries, help China's supply-side structural reform and promote green transformation.

This paper is divided into four major parts.

The first part is a theoretical analysis of the research problem and the origin of this study. Through the analysis of the problems in China's coal industry, especially the livelihood difficulties and employment difficulties encountered by coal workers, as well as the literature review and review of CSR theory, coal capacity removal and transformation theory framework, the research framework and logic of this paper are consolidated.

The second part is the research design. Two representative provinces are selected by classifying the inflow and outflow of coal capacity in each province of China: Anhui, a capacity outflow province, and Shanxi, a capacity inflow province. Two large coal state-owned enterprises were selected in the two provinces according to the accessibility and convenience of the study, and a good foundation was laid for the output of the research results by developing an interview outline in advance and entering the field sites to conduct one-on-one in-depth communication with the interviewees; entering the mines, company offices, and other fields to obtain relevant first-hand information within the enterprises.

The third part is the presentation and analysis of qualitative research data. The study found that employees of state-owned coal enterprises have a strong identity and a certain dependence on the enterprise. Few employees left the coal mine system after the mines were shut down and basically relied on the enterprise for job reallocation. However, after being relocated, most employees' working conditions, salaries, and benefits in their new positions are negatively affected to varying degrees. Due to changes in job content, location, technical requirements, and relative work status, employees are unable to fully adapt to their new work arrangements in a short period of time. Resettlement in turn affects the well-being of employees' families, with employees and their families experiencing varying degrees of deprivation. The current coal de-capitalization transition is the result of a joint effort by state-owned enterprises and employees. Employees bear the social costs of the enterprise transition, the energy transition, and the overall national economic transition.

The fourth part is the conclusion of the study. State-owned enterprises give full play to collectivism in the process of coal de-capacity transformation, using paternalistic distribution, internal retirement, etc. to bear the employment pressure and environmental protection pressure of employees, etc., and assume social responsibilities such as political, economic, and environmental resource protection. However, in this process, there are problems such as damage to the economic goals of enterprises, large cost burdens, poor sustainability of resettlement strategies, and damage to some of the rights and interests of employees. State-owned enterprises are needed to further explore their potential, explore transformation outside the coal industry, develop diversified industries, and the joint efforts of the national society to achieve a smooth and green transformation of China's coal industry.