There has been a drastic increase in labour-management disputes over the past decade, with a serious impact on Taiwanese society, and they must be resolved more effectively. Traditional approaches to resolving labour disputes, such as legislation, have certain limitations and drawbacks. In an effort to provide alternative means for resolving labour disputes in a peaceful manner, the Taiwanese Government has established a series of mechanisms, including mediation, arbitration, etc., and has outlined procedures for settlement. Although the method of mediation has been demonstrated to be a useful approach to resolving labour-management disputes, it has not been successful in Taiwan because the mediation Committees are not perceived by all parties to be neutral. This study employs Social Judgement Theory to analyse the cognitive differences between different stakeholders existing in the context of a government-assisted labour management system.
International Journal of Management and Decision Making, 4(4), 312-336