本研究認為，工會雖非解決物流業勞資衝突的唯一機制，但其存在有助於資訊對稱與制度改善。建議企業應正視工會角色、強化制度對話；工會亦應提升組織能量與策略彈性。政府方面則應提供制度保障與教育資源，營造合作型勞資關係之環境。研究結果可作為企業勞資政策規劃與政府勞動政策之參考依據。 ;This study aims to investigate the characteristics of labor-management relations in Taiwan’s logistics industry, and the roles and impacts of labor unions in handling labor disputes. While the logistics sector has rapidly grown alongside the rise of e-commerce, it has simultaneously faced increasing labor tensions and disputes. These challenges reflect deteriorating working conditions and imbalanced working hour arrangements. Although labor unions are expected to function as protectors and mediators in such contexts, unionization rates and participation in the logistics industry remain low, warranting critical evaluation. A qualitative case study approach was adopted, focusing on a representative logistics company in Taiwan. In-depth interviews were conducted with both union leaders and HR executives to examine internal communication mechanisms, union engagement, dispute types and resolution processes, as well as the impact of union involvement on organizational trust and workplace climate. The study finds that labor disputes in this industry mainly concern excessive working hours, low wages, and occupational injuries. While the union’s role is auxiliary, primarily reflecting feedback and offering institutional suggestions, it is still acknowledged by management as a constructive communication channel. The research concludes that while unions are not the sole mechanism to resolve labor disputes in the logistics sector, their presence contributes to information symmetry and system improvements. It is recommended that employers acknowledge unions’ functions and reinforce institutional dialogue, while unions strengthen their organizational capacity and strategic flexibility. Government support through legal frameworks and education resources is also essential. The findings offer valuable insights for corporate HR strategy and labor policy development.
