中国情境下的工会承诺研究:量表开发及对员工公民行为和离职倾向的预测作用

Union Commitment in Chinese Context: Scale Development and Its Predictive Effects on Citizenship Behaviors and Intention to Quit

如何提高工会凝聚力是我国基层工会改革的焦点问题.然而,作为工会凝聚力的主要度量以及工会改革成效的衡量标准,中国情境下的工会承诺研究相对不足,且在实证方法上缺乏适合的测量量表.借鉴心理联系视角下的工会承诺概念,本研究首先通过文献演绎和开放式调查明确中国情境下员工-工会组织之间的四种心理联系类型(勉强接受、利益得失、承诺和认同)测量条目,然后收集两个样本的追踪问卷数据进行量表信度分析和效度分析.探索性因子分析和验证性因子分析结果显示,包括四种心理联系类型的工会承诺测量量表信度、区分效度和聚合效度较高.协方差和回归分析结果显示,员工与工会组织之间的心理联系类型以及不同心理联系类型的强弱程度能够预测员工工会公民行为、组织公民行为和离职倾向,说明量表的效标关联效度较高.文章最后讨论了心理联系视角下工会承诺测量量表的理论启示和实践贡献.

Membership commitment has been a key issue to Chinese workplace trade union reform. However, as the main criteria for the effectiveness of trade union reform, union commitment in Chinese context are relatively less explored, and there is a lack of appropriate measurement scale in empirical research. Drawing on a new conceptual framework of workplace commitment from the psychological bonds perspective, this paper generates items for the four types of psychological bonds (i.e. acquiescence, instrumental, commitment, and identification) in Chinese union context through the combination of deductive and inductive methods. Then, this paper collects two rounds of questionnaire data to do the exploratory factor analysis and confirmatory factor analysis. The results show that the four types of psychological bonds is supported with respectively desirable factor loading of each item as well as high internal consistency, convergent validity and discriminant validity. Besides, both the type and the strength of psychological bonds could predict union citizenship behavior, organizational citizenship behavior and intention to quit, which provides support for the scales' criterion related validity. Theoretical and practical implications of the union commitment scale from the psychological bonds perspective in Chinese context are discussed.