工会实践归因对员工反生产工作行为的影响

Influence of Union Practice Attributions on Employees’Counterproductive Work Behavior

在复杂的劳动关系形势下,减少员工反生产工作行为已备受关注。已有研究主要从企业与员工之间关系的角度讨论这一问题,鲜少从工会与员工之间的关系展开研究。作为工会与员工之间关系在个体感知层面上的体现,工会实践归因能够影响员工对劳资双方权力平衡的判断,对员工反生产工作行为有重要影响。在资源保存理论框架内,根据员工对工会实践实施原因的主观判断,区分出绩效提升和员工服务两种不同的工会实践归因,以情感承诺和工作压力为中介变量,基于两种不同工会实践归因对员工反生产工作行为的差异化影响机制构建整合研究模型。以北京、江苏和陕西的15家企业的268名员工的调查数据为样本,采用Spss 22.0和Mplus 7.4进行统计分析,通过验证性因子分析和结构方程模型等方法,对理论模型进行实证检验。研究结果表明,①工会实践的员工服务归因显著提高员工的情感承诺,并显著减少员工的工作压力和反生产工作行为;②工会实践的绩效提升归因显著降低员工的情感承诺,但对工作压力和反生产工作行为的影响不显著;③工作压力和情感承诺在工会实践员工服务归因与反生产工作行为之间发挥显著的中介作用。通过实证研究揭示了两种工会实践归因对反生产工作行为的不同影响,从工会与员工之间关系角度提供了减少反生产工作行为的新途径,凸显了工会在改革过程中与员工保持紧密联系的必要性,对引导工会、员工和企业各方共同构建和谐、共赢的劳动关系有重要价值。

As labor relations become more complicated,the issue of reducing employees’counterproductive work behavior has raised concern.Existing researches mainly focus on the relations between the employer and employees to address this issue,while the influence of union-employee relations has rarely been discussed.Union practice attributions refer to employees’belief about the underlying purpose of union practice.As a reflection of the perceived union-employee relations at the individual level,union practice attributions can affect employees’judgment of the power balance between the employer and themselves,exerting significant influences on their psychological feelings and work behaviors.This study posited that employees hold two different attributions of union practices according to their subjective beliefs.Performance improvement attribution refers to employee’s belief that union practices aim at enhancing the enterprise’s performance,and employee service attribution refers to employee’s belief that union practices aim at offering services to employees.Within the framework of the Conversation of Resources Theory,the study took affective commitment and work stress as mediating variables,and constructed a structural equation model to explore the differentiated influencing mechanisms of the two union practice attributions on employees’counterproductive work behavior.Survey data of 268 employees from 15 enterprises in Beijing,Jiangsu and Shaanxi was statistically tested using Spss 22.0 and Mplus 7.4 to verify this model.Results showed that employee service attribution of union practices significantly enhanced employees’affective commitment,and reduced their work pressure and counterproductive work behavior.Meanwhile,performance improvement attribution of union practices significantly reduced employees’affective commitment,but had no significant effect on employees’work pressure and counterproductive work behavior.In addition,both affective commitment and work pressure significantly mediated the relationship between employee service attribution and counterproductive work behavior,but neither of them played significant mediating effect in the relationship between performance improvement attribution and counterproductive work behavior.This empirical study revealed the different effects and mechanisms of two union practice attributions on employees’counterproductive work behavior,and found that union practices could enhance employees’work feelings and improve their behaviors only when they are believed to be serving for employees’benefits,otherwise,the union would be regarded as an affiliation of the enterprise and the employees would neither trust nor care about the union any more.The research conclusions provided a new approach to reduce counterproductive work behavior from the perspective of perceived union-employee relations.The study highlighted the necessity for unions to keep close touch with employees in the process of transformation,offering valuable guidance for unions,employees and employers to make joint efforts to build a harmonious and all-win labor relations system.