本研究探討企業內工會與資方互動過程的本質，具有兩項研究問 題：企業內工會與資方間的互動關係如何形成或構造？企業內工會與資方間的互動過程如何進行？研究者首先回顧五個互動相關理論，歸納互動的本質；並以國內某家具有工會的民營化企業為研究對象，進行質性個案研究的參與觀察及深度訪談。研究發現如下：我國政府規範的權威影響企業內工會與資方的互動過程極深；工會必須鞏固行動力量的權力與資源，改變勞資間不對等的衝突結構；資方主動與工會互動的目的為影響工會成為企業助力。因此，合作與衝突為企業內勞資互動過程一體兩面的本質，互動過程的各種行為與模式因應而生，工會與資方不斷地衝突與妥協，以求各自權力、資源的累積。

This research explores the nature of interaction between unions and management in a workplace with two questions: How is the union-management interaction formalised or constructed? How does the union-management interaction take place? Five theories have been reviewed to draw on the nature of interaction. One unionised as well as privatised enterprise has conducted observant participation and in-depth interviews. The findings discuss how the authority of government deeply influences the union-management interaction; unions consolidate their power and resources to change the asymmetrical relationship with management; and how management actively interacts with unions to bring them into the fold. Nevertheless, cooperation and conflict are counterparts of the union-management interaction. Unions and management continually conflict and compromise to accumulate their own power and resources.