Labor relations conflict in China: An analysis of conflict measure, conflict solution and conflict outcomes
通过定性和定量方法，识别出中国情境下劳动关系冲突的三种类型（利益、权利和情感冲突），开发了三维度量表，并基于1223名员工和136名HR经理的数据，检验了伙伴关系实践对减少冲突、冲突对员工态度行为的影响以及冲突的中介作用。
Conflict is inevitable and an essential part of organizational life, as the goals of employers and employees are often incompatible. In this study, by employing both qualitative and quantitative methods, we inductively identified the categories of labor relations conflicts (interest-based, rights-based, and affect-based conflicts) and developed a three-dimensional scale that reflects employees’ perceptions of labor relations conflicts in the Chinese context. By using matched data from 1223 employees and 136 human resource (HR) managers and employing hierarchical linear modeling (HLM) analysis, we tested the hypotheses and examined the effectiveness of partnership practices on reducing labor relations conflicts, the negative effects of labor relations conflicts on employees’ attitudes and behaviors, and the mediating role of labor relations conflicts on the relationship between partnership practices and employees’ attitudes and behaviors. The theoretical contributions and practical implications of the findings are discussed.