中国情景下劳资关系氛围与双组织承诺关系研究

An Empirical Study of Industrial Relations Climate and of Dual Organizational Commitment Based on Chinese Background

本文在对国内外相关研究文献梳理的基础上,通过深度访谈和问卷调查等研究方法,探索性地构建了中国背景下的以企业承诺和工会承诺为中介变量的劳资关系氛围对双组织承诺影响的概念模型,并以江苏地区的433名企业员工为实证样本,对模型进行了验证。研究结果表明,劳资关系氛围对双组织承诺产生正向影响;企业承诺在劳资关系氛围与双组织承诺间具有部分中介作用;虽然劳资关系氛围对工会承诺产生正向影响,但工会承诺在劳资关系氛围与双组织承诺间没有中介作用。这些研究结论不仅可以指导中国社会经济转型条件下的企业与工会关系的建设实践,而且对中国构建和谐的劳资关系氛围具有重要的现实意义。

The researches on dual commitment can date back to 1950s. At that time, developed Western coun- tries rose, so the issue of industrial relations attracted more and more attention from theorists and practitioners. People doubted whether a man could commit himself to both company and union when he was an employee of company and also a member of union？ Scholars regarded employee＇s behavior of highly committing themselves to company and union spontaneously as ＂dual commitment＂. The company-union relations in the industry relationships field be- tween China and the western world is entirely different before reform and opening-up, when labor unions worked as functional organizations of Party and governments in the companies to assist companies in the development of society, instead of improving working and living conditions of employees by means of negotiations and strikes. On such background, research concerning dual commitment clips its wings in the mainland of China. However, nowadays, 30 years after reform and opening-up, the realistic condition for dual commitment researches has been all set. First- ly, non-state-run enterprises, private enterprises and foreign companies emerge in large numbers, and there appears checks and balances, non-cooperation and even antagonism between companies and labor unions. Seco^Aly, with the construction and development of market economy structure, social structure and economic structure undergo a tremendous change, so the conflicts in the industrial relations aggravate. Thus, the researches on relations between industrial relation and dual commitment in the context of China will help company and union find a path to achieve win-win prospects. American scholars found that industrial relation is positively related to dual commitment; Korean scholars concluded that industrial relation is an antecedent variable of dual commitment through research method of parallel modeling. However, it has not reached an agreement whether industrial relation is one of the antecedents of dual commitment. So it requires the research in the context of China. Which form does industrial relation takes to affect dual commitment, be it direct or indirect in the context of China？ It needs to be confirmed by empirical study. The research on relation between industrial relation and dual commitment not only contributes to the theoretical develop- ment of industrial relation, but also guides the construction of relations between companies and unions in the China's Mainland. It helps us explore industrial relation at the new stage when China undergoes social economic transition and has great significance on the construction of harmonious industrial relation in China. Based on the literature review home and abroad and combined with the realistic condition of China, the thesis alters some measuring items of dual commitment, company commitment, union commitment and industrial relations to accord with the reality of China. Meanwhile, through research methods of in-depth interviews and so on, the thesis explorarily constructs a conceptual model of the influence of industrial relation on dual commitment regarding company commitment and union commitment as mediators in the context of social transition in China. It adopts 433 employees in non-state-owned enterprises in Jiangsu as empirical samples to verify the model. The research indicates that industrial relation has positive impact on dual commitment; company commitment plays partial mediating role between industrial relation and dual commitment; and although industrial relation has positive impact on union commitment, union commitment has no mediating function between industrial relation and dual commitment. These findings not only have instructive effects on the construction of company-union relations at the new stage when China undergoes social economic transition, but also have great significance on the construction of harmonious industrial relations.