Firstly, this book attempts to explore the theoretical framework for working conditions research in Chinese organizations, arguing that observing organizational working conditions from a governance perspective requires consideration of “embeddedness” as a structural background and “units” as an institutional carrier. By combining an emphasis on organizational order with individuals’ good subjective perceptions, this research analyzes social solidarity, conflicts and integration, protection and tolerance, members’ participation, role structure of organizations and structures and functions of organization. Conditions of these six aspects can comprehensively reflect how well an organization is governed, and thus shine a light on the working conditions within the organization.

    Upon on the completion of the analysis of the structural background and theoretical framework of Chinese working conditions research stated above, this book also presents a preliminary discussion on the operational framework of this research. This book posits that based on the analysis of the structural background and theoretical framework of working conditions research, specific analysis, research, assessment and measurement of organizational working conditions can start from the following three aspects. First, objective working conditions, which are analyzed from aspects of working time, working reward, workplace and work participation. Second, organizational institutional conditions. Similarly, starting from working time, working reward, workplace and work participation as stated above, the questions of whether organizations have relevant rules and regulations concerning attendance management, work and rest, overtime and holiday from a working time perspective, materialistic rewards and incentive rules and regulations in terms of renumeration and welfare, safe production and labor protection and specific measures on employee participation are observed and analyzed. Third, subjective psychological conditions, which mainly refer to people’s subjective feelings about the objective working conditions and organizational institutions. In this regard, a set of indicators can be designed to allow organizational members to indicate whether their employers provide a loose environment, whether they are satisfied and whether they are recognized.

    Finally, with working time, workplace, working reward and work participation as an entry, this book provides an in-depth analysis of working conditions in Chinese organizations based on relevant survey data. The author expects that such theoretical and empirical discuss can comprehensively reflect working conditions of Chinese organizations and provide scientific implications for general research and dialogs in the field of working conditions.