工会承诺、组织承诺和员工绩效——被企业所有制类型跨层次调节的中介模型

Labor Unions Commitment,Organization Commitment and Employee Performance:A Multilevel Mediation Model Moderated by Corporate Ownership

基于我国工会维稳与维权的双重角色,要发挥工会预防劳资矛盾激化的功能,并履行集体劳动争议代表的责任,需要研究工人是否对工会有承诺,以及这种承诺与组织承诺和员工绩效的关系。鉴于不同所有制企业工会的差异,文章基于角色理论、认知理论和交换理论,针对员工的工会承诺、组织承诺和绩效之间的关系展开研究,研究中使用了32家企业共709个员工样本的嵌套数据建立了不同所有制企业跨层次被调节的中介模型进行假设验证。研究结果表明:工会承诺正向影响组织承诺,组织承诺在工会承诺和员工绩效关系中起中介作用,并且该中介作用在公有制企业中较强,在非公有制企业中较弱。文章最后对实证分析部分进行了讨论,并指出未来研究方向。

Chineselabor unions play a ＂dual role＂ of protecting members＇ right and maintaining social stability. To give full play to unions＇ functions in preventing intensification of labor disputes and representing workers in collective labor disputes, the research should focus on whether workers have commitments to labor unions and the relationship among labor unions commitment, organization commitment and employee performance. This paper establishes theoretic framework by combining role theory, recognition theory and social exchange theory to investigate relationship among labor unions commitment, organization commitment and employee performance in different ownership companies. With data from a nested sample of 709 employees from 32 corporations, the study establishes a multilevel moderated mediation model to test the hypothesis. The results show that the labor unions commitment has a forward influence on organization commitments; organization commitment acts as the mediator between labor unions commitment and employee performance and the mediation function in state-owned enterprises is stronger than that in private-owned enterprises. At last the paper discusses the section of empirical analysis and indicates the research direction in the future.