目前备受推崇的一些人力资源管理实践（如高绩效工作系统）能够有效提高组织效能，但却无力根除员工的不当工作行为乃至反生产工作行为。如何进一步改进人力资源管理实践的实施效果，已成为备受关注的问题。课题将工会实践引入人力资源管理实践中，借用“耦合”概念，运用现场观察、深度访谈、案例和扎根理论等质性方法来探究人力资源管理实践和工会实践的耦合的形成机制，并开发出测量该耦合的量表；在此基础上，重点研究：人力资源管理实践与工会实践耦合对员工个体的认知、情绪、行为的影响机制；该耦合对员工整体的认知、情绪、组织效能的影响机制；员工个体的不同行为的聚合对组织效能的影响机制；据此构建出一个完整的研究工会实践与人力资源管理实践的耦合对员工行为和组织效能影响的分析框架，并提出提升员工工作行为质量和组织效能的策略。这既对人力资源管理和劳资关系理论发展贡献新知识，又能够指导人力资源管理实践，对建设和谐劳资关系具有重要意义

Although the popular human resource management (HRM) practices such as high-performance work systems improve organizational effectiveness, they are incapable of eradicating benign and harmful work behaviors. In this sense, there is room for improvement in terms of the outcomes of HRM practices. In this project, we introduce union practices to the field of HRM practices. With the “coupling” of HRM practices and union practices (HRM-U coupling) as the focus, we set out to develop a measure of such coupling and explore how it emerges and evolves. Next, we turn to how the HRM-U coupling affect outcomes on different levels, including: (1) how the HRM-U coupling affects individuals’ cognition, emotion, and behaviors; (2) how the HRM-U coupling influences employee groups’ cognition and emotion as well as organizational effectiveness; (3) how individuals’ behaviors aggregate to affect organizational effectiveness. With the above work as foundation, we can construct a comprehensive framework that explains how the HRM-U coupling relates to employee behaviors and organizational effectiveness. Practical measures can also be developed concerning how to increase employees’ work quality and organizational effectiveness. In summary, our research contributes to the theories concerning human resource management and labor relations on one hand, and on the other hand, provides practical implications for bettering human resource management practice and developing harmonious labor relations.