Labour Law takes an indulgent attitude to the term of labour contract with a fixed term, which, unavoidably, not only affects the labourers occupational safety and stability, restricts reasonable floating of the labourers, but also makes the legislation about the labour contract with a fixed term differ from the current practices world.

The labor contracts can be divided into the labor contract of fixed term, the labor contract of unfixed term and the labor contract of term of accomplishment of certain work.

Labor contract with unfixed term is applied commonly in many marketing countries,and it is indicated as the most effective contract term that can make labor relations stable.

The labor contracts can be divided into the labor contract of fixed term, the labor contract of unfixed term and the labor contract of term of accomplishment of certain work.

Behavior change model under the environment of different institutions in the non-fixed-term labor contract

The non-fixed-term labor contract is an important form in labor contracts and it is of great significance in stablizing labor relationship and protecting laborers legal rights.

The“Labor Contract Law of People\'s Republic of China”that was put into effect formally in 2008 has reconstructed the non-fixed-term labor contract system,and given it such value target as protecting the legitimate rights and interests of workers, building harmonious and stable labor relations nevertheless without satisfactory result.

The flexible-term labor contract is an important kind of labor contract.

In light of incorrect understandings and wrong practices by both employers and employees, this paper makes an investigation into conclusion, modification, termination and revocation of flexible-term labor contract by quoting related state laws and policies.

Flexible-term labor contract refers to the labor contract without explicit existing term in which both parties only stipulate the valid date but no specific date of termination of the contract.