心理契约破裂对工会承诺影响的实证研究:员工犬儒主义和工会手段认知的作用

The Empirical Study on Influence of Psychological Contract Breach on Union Commitment: The Role of Employee Cynicism and Perceived Union Instrumentality

本文在已有成熟研究模型的基础上引入工会手段认知作为调节变量,探索性地构建了以员工犬儒主义为中介变量和以工会手段认知为调节变量的心理契约破裂对工会承诺影响的概念模型,并以浙江、江苏、上海等地的305位员工为研究样本,运用多层线性回归分析方法对模型进行了验证。研究结果表明,员工犬儒主义在心理契约破裂对工会承诺的影响过程中起到部分中介作用;在研究工会承诺问题时,还应考虑到员工的工会手段认知水平,工会手段认知能够在员工犬儒主义与工会承诺之间起到调节作用:对于工会手段认知水平高的员工,员工犬儒主义与工会承诺之间的正相关关系较强;而对于工会手段认知水平低的员工,员工犬儒主义与工会承诺之间的关系则不显著。研究结论不仅可以补充心理契约的相关研究,且可为企业管理和中国工会的管理实践提供指导。

Based on the existing mature model, this paper introduces perceived union instrumentality as moderator varia- ble and constructes a concept model on the impact of psychological contract breach on union commitment with employee cynicism as mediator variable and perceived union instrumentality as moderator variable. The data is collected from 305 employees engaged in manufacturing industry in Zhejiang province, Jiangsu province and Shanghai and we verifies the model with a hierarchical linear model analysis. Findings indicate that employee cynicism plays a partially mediating role in the influence process of psychological contract breach on union commitment. Besides, perceived union instrumentality should be took into consideration when studying union commitment and perceived union instrumentality does moderate the relation between employee cynicism and union commitment. For the employees with higher perceived union instrumentality level, the relation between employee cynicism and union commitment is stronger; as for the employees with lower perceived union instrumentality level, the relation between employee cynicism and union commitment is wea- ker. These conclusions can not only supplement researches about psychological contract, but also provide guidance for the enterprise management and management practice of China＇ s trade unions.