基于工会关怀视角的员工韧性——一个被调节的双中介模型

Employee Resilience from the Perspective of Unions′ Concern:A Moderated Dual Path Model

员工韧性是近年来组织管理学界日益关注的研究话题。已有研究发现,积极的领导行为和人力资源管理实践能够通过改善员工的工作感受来提升员工韧性,但在面临内外部环境变化或危机时,这些企业主导的管理手段能否持续保护员工的利益需求,进而提高其应对危机的能力越来越受到质疑和挑战。作为协调劳资关系、增进员工福祉的手段,工会关怀能够满足员工对于更为人性化的工作的愿望,帮助员工改善身心健康和工作体验,对员工韧性具有增益作用。基于资源车队通道效应,构建以类亲情交换关系和情绪能量为中介、以环境不确定性为调节的被调节的双中介模型,以揭示工会关怀对员工韧性的作用机理。利用问卷调查方法,收集395份企业工会成员数据和43份人力资源部门管理者或工会工作人员数据,采用验证性因子分析、层级回归分析和bootstrap法对模型进行实证检验。研究结果表明,(1)工会关怀通过表征关系资源通道的类亲情交换关系和情绪资源通道的情绪能量对员工韧性产生影响,且类亲情交换关系在其中具有更强的解释力,表明工会关怀在实践中更侧重于协调和稳定劳资关系,而在影响员工工作心理和情绪状态方面仍缺乏足够的影响力。(2)环境不确定性对工会关怀与员工韧性之间的作用机制存在差异化影响,随着环境不确定性的增加,工会关怀在促进员工与企业利益融合和情感链接方面的关系资源价值凸显,此时类亲情交换关系的中介机制得到强化,而同时工会关怀的赋能授权和情绪激励等情绪资源价值受到限制,因此环境不确定性对情绪能量的中介机制不具有调节作用。从工会与员工之间关系角度切入,厘清环境不确定性下工会关怀与员工韧性之间的资源通道机制,为工会关怀与员工韧性的关系做出适应不同情景变化的解释。结合工会的职能特征,研究结果凸显了工会在企业与员工之间的关系纽带作用和情感资源价值,为深入理解员工韧性的提升机制提供新视角,还为企业高质量发展以及构建和谐的劳动关系提供实现路径。

Employee resilience is an increasingly important issue which attracted enormous attention from organizational management scholars in recent years.Previous studies suggest that human resource management practices and leadership will improve the work experience of employees and make them more resilient.However,in the face of organizational change and external shock,such management-dominated approaches may fail to safeguard employees′ interests,thus yield potential damage on employee resilience.As a means of coordinating labor relations and promoting employee well-being,unions′ concern can satisfy employees′desire for decent work,help to improve their work health,and have a beneficial effect on employee resilience.Within the framework of resource caravan passageways of conservation of resources theory,we proposed a moderated dual path model wherein unions′ concern facilitates employee resilience through the mediating role of family-like exchange relationship and emotional energy,with environmental uncertainty serving as the moderator.To test the theoretical model,we collected data from 395 employees and 43 HR managers(or union officials) and hypotheses were tested by confirmatory factor analysis,hierarchical multiple regression analysis and bootstrap test.The results show that both family-like exchange relationship and emotional energy mediate the relationship between unions′ concern and employee resilience,and the mediating effect of the former is stronger.This finding reveals that unions′ concern is more focused on the coordination and stability of labor relations while lacks enough power on influencing employees′emotional state.Furthermore,the study shows that environmental uncertainty moderates the indirect effect of unions′ concern on employee resilience via family-like exchange relationship,that is,with the increase of environmental uncertainty,the relational resource mechanism of family-like exchange relationship between unions′ concern and employee resilience is gradually strengthened.This reflected that unions′ concern,especially under the uncertain environment,can be more effective in activating family-like exchange relationship and lead to employee resilience.The moderating effect of environmental uncertainty on the indirect effect of unions′ concern on employee resilience via emotional energy is not significant.This is due to the fact that when facing external environmental uncertainty or threat,unions can hardly play an effective and independent role in empowering and emotionally motivating employees in the workplace.From the perspective of employee-organization relationship in the Chinese context,this study clarifies the resource passageways between unions′ concern and employee resilience in uncertain environments,and make situational explanations for the relationship between unions′ concern and employee resilience.By considering Chinese unions′ unique functions,this study highlights the role of Chinese unions in coordinating employee-organization relationship and providing emotional resources,which is conducive to the improvement of employee resilience,high-quality development of enterprises and the construction of harmonious labor relations.