HRM Union Relationship in Chinese Enterprises: Conceptualization, Measurement, and Effects

As China's grassroots labor union reform continues to deepen, the interaction between Human Resource Management Practices and Labor Union Practices in enterprises has become increasingly extensive. The two not only continue to interact in traditional areas such as communication channel construction, collective consultation, employee care, and training and development, but also demonstrate more diverse forms of interaction in promoting employee voice and stimulating technological innovation. However, existing academic research mainly explores the relationship between Human Resource Management Practices and Labor Union Practices based on Western industrial relations contexts, and its conclusions have limited explanatory power for the interaction between the two in the Chinese context. Unlike the role positioning of Western unions, Chinese unions need to balance and coordinate the interests of both enterprises and employees while representing workers' interests.