The primary objective of this article is to identify and analyze the factors influencing the labor relations system in knowledge-based organizations (engineering companies affiliated with the Ministry of Defense and Armed Forces Support). The research is grounded in a data-driven approach and was conducted using grounded theory methodology. The research population consisted of experts in management, specializing in public administration, human resources, and organizational relations (those who had published books or articles), as well as managers and deputies of engineering companies affiliated with the Ministry of Defense and Armed Forces Support. Based on the criterion of theoretical saturation, 15 individuals were selected through purposive sampling. Data were collected via semi-structured interviews using Maxqda12 software. As a result, 131 initial concepts (open codes) and 19 main concepts (axial codes) were identified, which were categorized into a paradigmatic model comprising six selective codes, including causal factors (3 components and 37 indicators), contextual factors (5 components and 29 indicators), strategic factors (2 components and 11 indicators), intervening factors (4 components and 11 indicators), the main phenomenon (3 components and 22 indicators), and outcomes (2 components and 20 indicators).