Alan Fox's frames of reference has sparked over half a century of debate between employment relations/human resource management pluralists, radicals and unitarists. But the notion of industrial relations pluralism itself continues to be highly disputed. This commentary tracks the journey from classical pluralism to neo-pluralism, then addresses three articles that offer a variety of radical pluralist alternatives. A fourth paper discussed, suggests a quantitative approach to testing Fox's frames, but this article makes a case for retaining the qualitative, case study method. A fifth explores the revival of paternalism on the border between unitarism and pluralism. Overall, the article argues that classical pluralism, based on trade unions and collective bargaining, is now outdated, but that neo-pluralism is capable of carrying forward its pragmatic, institutional spirit to explore the empirical complexity of contemporary employment relationships around the world. Finally, the discussion of employment relations pluralisms needs to re-engage with the wider political pluralism debate about liberal democratic societies and market economies.

艾伦·福克斯（Alan Fox）的参考框架引发了雇佣关系/人力资源管理多元化主义者，激进主义者和统一主义者之间长达半个多世纪的争论。但是，劳资关系多元化的概念本身仍然引起高度争议。这篇评论追踪了从古典多元论到新多元论的历程，然后讲了三篇提供各种激进多元论的文章。备择方案。讨论的第四篇论文提出了一种测试Fox框架的定量方法，但是本文为保留定性的案例研究方法提供了理由。第五部分探讨父权制在一元论与多元论之间的边界上的复兴。总的来说，该文章认为，基于工会和集体谈判的古典多元主义现在已经过时了，但是新多元主义能够发扬其务实的制度精神，探索世界范围内当代雇佣关系的经验复杂性。最后，关于雇佣关系多元化的讨论需要重新与关于自由民主社会和市场经济的更广泛的政治多元化辩论重新接触。