1938年的「基本協定」與1997年的「產業協定」被認為是瑞典勞資關係的兩個里程碑，前者決定了集權化協商體制，後者則導向分權化之路。本文從環境、勞動市場組織之權力結構、勞資雙方的策略選擇等方面，分析「基本協定」到「產業協定」之間的演變過程，發現這些因素所交織出的影響力，驅動協商體制的演變。政經環境在不同時期分別挑動體制改革的神經；外銷產業雇主對彈性需求的增加，以及公部門與專業工會對工資協商的不滿，分別破壞了勞資頂級組織的拘束力；勞資政三方為因應環境與勞資雙方組織內部權力結構變化所選擇的策略，決定了瑞典工資協商愈趨於分權化與個別化。

The Basic Agreement in 1938 and the Industrial Agreement in 1997 have labeled as two milestones in the tradition of Swedish industrial relations. The former determined a centralized collective bargaining regime, and the latter, a decentralized one. This article analyzes the evolution from the Basic Agreement to the Industrial Agreement. It finds that the intermeshed influence of environment change, power structure change within labor market organizations, and the strategic choice by the actors in the industrial relations system directed the evolution of the bargaining regime, namely, from centralization to decentralization. The political and economic factors activated the nerve of regime reform in different time periods. The increasing need for flexibility of the employers in the export sector and the dissatisfaction with centralized wage bargaining of workers in the public and professional sectors undermined the binding function of their peak organizations. In response of environmental changes and power shifts within industrial organizations, the government, peak organizations representing labor and management made their choices and, then, finalized wage negotiation towards centralization and individualization.