本文通过构建一个贯通农业时代、工业时代及智能化时代的历史比较框架，系统考察了劳动在形态、过程、关系、价值、保障、尊严与技能七个维度的结构性变迁。研究发现，劳动范式的演进并非线性替代，而是在控制逻辑、组织形态与价值分配等方面呈现出深刻的路径依赖与强化效应。智能化时代在继承泰勒主义管理内核的基础上，借助算法与技术架构实现了控制机制的隐性化、劳动关系的碎片化以及价值创造与分配的结构性失衡，由此衍生出权利保障真空、劳动尊严弱化与治理体系失灵等系统性挑战。为此，本文提出应从“雇佣中心”转向“劳动中心”的治理新范式，通过构建社会性保障、算法共决机制与数据权益框架等制度创新，重塑数字时代的劳动治理范式，推动形成效率与公平、技术与人文协同发展的劳动新生态。

This paper constructs a historical comparative framework spanning the agricultural, industrial and intelligent eras to systematically examine the structural transformation of labour across seven dimensions: form, process, relations, value, safeguards, dignity and skills. Research reveals that the evolution of labour paradigms is not a linear replacement but exhibits profound path dependencies and reinforcement effects in control logic, organisational forms, and value distribution. Building upon the core principles of Taylorism, the intelligent era leverages algorithms and technological architectures to render control mechanisms implicit, fragment labour relations, and create structural imbalances in value creation and distribution. This has spawned systemic challenges including a vacuum in rights protection, diminished labour dignity, and governance failures. Consequently, this paper proposes shifting governance paradigms from an “employment-centric” to a “labour-centric” approach. Through institutional innovations—including establishing social safeguards, algorithmic co-decision mechanisms, and data rights frameworks—it aims to reshape the digital-age labour governance system. This will foster a new labour ecosystem where efficiency and equity, technology and humanity, develop in concert.