勞資會議是一種藉由勞資雙方同數代表、固定召開，讓勞資雙方相互溝通的正式管道，也是我國促進企業勞資溝通合作的首要正式法令規範制度。從員工發聲的角度來看，勞資會議有助於員工表達工作相關意見，凝聚企業目標與共識，屬於組織資本的一種，有利於企業競爭力的提升（Black & Lynch, 2004）。我國勞資會議雖已舉辦有年，但勞資會議的普及率僅達1.11%。且國內相關文獻對於勞資會議的推行影響因素與成效仍是相當模糊。本研究主要根據勞委會所提供的次級資料，針對我國勞資會議舉辦情形的質變與量變進行探討。並進一步找出影響我國企業成立勞資會議以及勞資會議成效的因素進行關連性分析。
研究設計上，本研究主要利用勞委會勞資關係處與統計處所進行的調查資料，作為分析資料來源。統計分析工具，除了描述性統計外，亦包括Logistic迴歸分析、階層迴歸分析、以及企業深度訪談等。
從各項研究假設驗證中，發現我國勞資會議的量變與質變情形有不一致的現象，亦即我國目前對於勞資會議的舉辦上，數量上顯著增加，但品質上卻呈現下降的現象。在影響勞資會議成立因素方面，企業規模以及工會會員加入工會的方式均是影響企業是否成立勞資會議的主要因素。亦即企業規模較大者、或採用強制入會方式加入工會的企業，成立勞資會議的可能性較高。在影響勞資會議成效的因素上，有專案小組追蹤決議事項或討論議題種類較多時對於勞資會實施成效均有顯著影響。換言之，當公司成立專案小組追蹤決議事項時或討論議題種類較多時，勞資會議的成效較好。此外，各國勞資會議的比較上來看，可以發現，我國的勞資會議代表所享有的權利相當少，且大多以資訊權以及少部分的諮詢權為主，在參與權或共同決策權上則相當罕見，更遑論監督權。從個案公司的探討上則發現，工會力量對於會議的監督與運作，扮演相當重要的角色。整體而言，我國目前以勞資會議進行員工發聲、產業民主以及組織資本提升的頻率仍相當有限，且我國的勞資會議功能大多是作為工會在工作規則上的協商談判管道，並用以補充工會功能在這一點上的不足。

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