過去勞資雙方之協商溝通常流於形式，致使勞資關係失衡，因而勞工團體為使訴求獲得有效地解決，多採發動罷工、遊行抗議等爭議性活動對資方施壓藉以爭取更好的勞動條件，也因此間接造成了社會經濟上的問題。
因此，如何使勞資關係和諧發展，如何善用工會活動及選擇有效的協商策略，透過交通運輸業個案之研究發現，工會活動、勞資協商與勞資關係，三者的確交互影響且有著循環性的關聯。另，研究也發現勞資協商策略應以合作策略為優先選擇，其次方為妥協、退讓及規避策略。競爭性協商策略將造成更多爭議性工會活動，明顯阻礙企業發展且造成更多社會經濟問題。
The negotiation gap between employers and employees that satisfying mere formality in the past often results in an imbalance between industrial relations. Therefore, in order to effectively resolve the appeals, the labor groups usually use more controversial activities such as strikes and protests to pressure the employers, requesting for better working conditions. As a result, it has indirectly caused social and economic problems.
Therefore, research on how to make the labor-management relationship develop more harmoniously, how to make better use of the union activities, and how to choose a more effective negotiation strategy was conduct through studies of the transportation industry case.
There are founding that suggests cyclical connections among interactions between trade union activities, labor-management negotiations and labor-management relations. In addition, the study also shows that requesting cooperation strategy should be prioritized in negotiations regarding labor management strategy. It should then be followed by the compromise, concession and evasion strategies. Competitive negotiation strategies will result in more controversial union activities, which would obviously hinder the development of enterprises, further causing more social and economic problems.
