Figure 1
The multi-panel flowchart depicts first-order concepts, second-order themes, and aggregate dimensions connected by arrows from left to right. The left column lists multiple bullet points including lack of routine, frequent labour negotiations in China, no specific position for labour relations in China, limited content in collective contracts, minimal routine negotiations, middle and high level managers serving as part time union presidents, trade unions focus on welfare roles, diplomatic exchange with the All China Federation of Trade Unions, established grievance mechanism, due diligence office within sourcing team, spot checks, active advisory role of German Works Council, establishment of a China Liaison Committee, focus on practical labour issues, cultural and operational exchange, influence through managerial hierarchies, strategic intervention, direct investigation of human rights violations, soft norm advocacy, partial adoption of German labour standards, acknowledgement of Chinese institutional limits, trust building, government relations with All China Federation of Trade Unions, and pragmatic cooperation on human rights conditions with evidence based and field investigations. The middle column shows the Minimalist compliance strategy, the Progressive compliance strategy, Transnational engagement on labour relations, and Managing labour rights risks under geopolitical scrutiny. The right column presents Dual adaptive strategies of German multinational corporations in China and cross-border communication on supply chain labour relations.Data structure