工会-企业关系模式与员工双组织承诺间的关系研究在国外已开展多年，积累了丰富研究成果，但中国背景下的相关研究还很少。近年来，劳资双方纠纷、冲突不断和企业职工自建工会组织不断涌现，企业与工会间出现制衡、不合作甚至对抗现象，中国的工会与企业间劳资关系发生了重大而深刻变化。课题运用深度访谈、案例和扎根方法开发出适合中国情境的可信且有效测量工会-企业关系模式对员工双组织承诺影响的量表；重点研究：工会-企业间的完全追随、激烈对抗、团结协作三种关系模式；角色冲突、内在动机和建言感知在工会-企业关系模式与双组织承诺间的中介作用；企业性质、行业类型和发展阶段在工会-企业关系模式与双组织承诺间的调节作用；构建出一个完整的研究工会-企业关系模式对员工双组织承诺影响的分析框架，并提出相应政策建议。这既对劳资关系和双组织承诺理论发展贡献新知识，又能够指导工会与企业关系的建设实践，对构建和谐劳资关系具有重要现实意义。

The relationship between union-management relations and employees’ dual commitment has been studied for several years abroad and has yielded a lot of fruits, however, such researches are rare in China. In recent years, unions spring up, and there appear checks and balances, non-cooperation and even antagonism between companies and labor unions. Thus unions and industrial relationship climate are undergoing a profound and significant reform. Research group uses methods of in-depth interviews, case study and grounded theory to develop an effective scale to measure impact of union-management relations on dual commitment. The research puts focus on: three patterns of union-firm relations(Complete follow, fierce confrontation, united cooperation); mediating effects of role conflict, intrinsic motivation and suggestions perceived on the relationship between union-management relations and dual commitment; moderating effects of corporate nature, stage of development and the type of industry on the relationship between union-management relations and dual commitment; constructing a complete analysis framework about impacts of the relationship between union-management relations on dual commitment and putting forward the corresponding suggestions. These findings can not only contribute to the theory about industrial relationship climate and dual commitment, but also direct the construction of firms and unions and play an important role in building a harmonious industrial relationship climate.