制度逻辑视角的工会-企业关系演进机制与实证研究

工会在企业和员工互动中扮演着关键角色，优化工会-企业关系对于构建和谐劳动关系至关重要。工会-企业关系之所以有不同形态，根源在于工会和企业遵循各自的制度逻辑。制度逻辑反映特定的社会世界的运作方式，是有关物质实践、假设、价值观、信念和规则的社会历史模式。本项目基于制度逻辑理论构建了一个研究工会-企业关系的整合性框架，以此为基础，重点研究：①通过识别和描述工会和企业逻辑来刻画工会-企业关系，并开发出测量工会-企业关系的量表；②利用制度逻辑理论构建了工会-企业关系发生作用的跨层次模型，揭示工会-企业关系对组织和员工的影响机制；③通过案例研究探究员工影响工会逻辑和企业逻辑的演进，剖析员工对工会-企业关系的作用机制。为了验证这一理论框架，本项目将基于来源多样的数据开展一系列质性和定量研究。预期研究结果为理解工会-企业关系的本质、功能和演变提供一个独特的视角，为管理和干预工会-企业关系提供指导。

Unions play an important role in the interactions between organizations and their employees, because of which harmonious labor relations require improving union-firm relations.Firm and union form diversified relations when they function and change in line with the particular way they work. In other words, firm and union have their respective institutional logics, which refer to the socially constructed, historical patterns of material practices, assumptions, values, beliefs, and rules by which individuals produce and reproduce their material subsistence, organize time and space, and provide meaning to their social reality. All social worlds ranging from religionsto small families have their own logics. Building on institutional logics theory, we develop an integrated framework for firm-union relations with three components: (1) a measurement model of firm-union relations in which firm and union logics are used to evaluate and categorize union-firm relations; (2) a cross-level model in which union-firm relations affect organizational- and individual-level outcomes; and (3) an embedded agency model in which firm-union relations may change as a result of the interplay between individual agency and institutional structure. We will investigate this framework witha series of qualitative and quantitative studies using multi-source data. The results are expected to provide unique insights into the nature and dynamics of union-firm relations as well as practical guidance for managing labor relations.