在勞工意識抬頭以及資訊科技的發展之下，資方與勞工之間如何建立和諧的勞資關係已成為企業、政府及社會所關注的課題，本研究主要為探討勞資爭議申請者之背景特性，以及組織內部衝突管理機制向外進行勞資爭議協調的動機及過程、結果處理之因果關係。因此本研究採用事後回溯研究方法，以100件台中市勞資爭議案件的勞資爭議協調申請書及協調記錄兩項資料進行量化及質性的內容分析，進一步探究至組織衝突管理對於勞資爭議影響之根本原因。研究結果如下：(1)勞資爭議協調申訴者較容易發生在服務業或是公司服務年資未滿一年的員工族群。(2)當勞資雙方為目標衝突時，較易達成協調成立；情感及認知衝突使協調結果較不易達成。(3)經由勞資爭議協調的成立案件數比例雖高，但成立金額比例低。

With growing awareness of labor rights in Taiwan and the rapid development of information technology in recent years, how to establish harmonious labor relations has become a matter of concern for business, government and society. This study primarily attempts to investigate the background of the applicants in labor-management disputes, the motives and procedures for applying internal conflict management in an organization to the coordination of labor disputes as well as the cause and effect relationship between the approach used and the results obtained. Thus, a retrospective research method was adopted for this study to conduct quantitative and qualitative content analysis of 100 labor-management dispute cases in Taichung City based on two kinds of data-application forms for coordination of labor disputes and transcripts of coordination proceedings-and identify from an organizational conflict management perspective the basic factors causing labor disputes. The study findings include: (1) Employees working less than a year in a service industry or corporation were more likely to generate labor-management disputes; (2) labor conflicts over objectives were most readily settled, while conflicts involving emotions or perceptions were relatively intractable; and (3) although the percentage of settled cases was comparatively high, the settlement sums were proportionally small.