Work fatigue refers to physical, mental, and emotional exhaustion, resulting in the inability to work. Hitherto research indicate a close relationship between high-performance work systems and work fatigue, and there may be a double-edged sword effect of high-performance work systems on work fatigue. However, a comprehensive theoretical framework has not been developed to understand the relationship between them. Based on the challenge-hindrance stress model, this study employs role overload and job responsibility as mediating variables in a conceptual framework to understand the impact of high-performance work systems on work fatigue. Using the partial least square structural equation model and a sample of 360 employees in China, the mediating effects of role overload and job responsibility were confirmed. Further, the internal mechanisms of how high-performance work systems affect work fatigue are discussed, its adverse effects are confirmed, and its practical implications are proposed.

With the reform of trade unions in China, there has been a noticeable interaction in recent years between trade unions and human resource management in the workplace. However, we do not have a proper concept to describe such a phenomenon. Therefore, based on reviewing the current literature involving trade unions and human resource management in China, this study aims to describe the interactive relation between union's practices and enterprises' human resource management by exploring the definition, characteristics, and formation mechanism. This study defines the relationship between the trade unions and human resource management as a coupling relationship where the trade unions and human resource management continually promote and restrain each other as two relatively independent systems in the enterprise. This relationship possesses three dual characteristics, namely reciprocity vs. restraint, integrity vs. independence, and stability vs. dynamism. And there are three sequential stages for trade unions and human resource management to form such a relation, interaction, consensus, and adjustment. This study provides further insight into the relationship between trade unions and human resource management in the workplace and attempts a proximately complete description of the relationship. The study also offers a direction for trade unions and enterprises to establish high-quality cooperation with each other which is mutually beneficial for enterprises' development and employees' wellbeing.