企业劳动关系氛围的理论与实证研究
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摘要
随着中国劳动关系的转型，各种劳动问题不断凸显，劳动关系质量问题引起了越来越多研究者和管理实践者的关注。劳动关系氛围作为一种重要的社会心理因素，通常被用于描述组织中的劳动关系质量，是对企业劳动关系质量进行评价的重要标准之一。劳动关系氛围相关问题在国外进行了较多研究，但国内这方面的研究还处于起步阶段。劳动关系氛围理论研究的欠缺与中国层出不穷的劳动关系实践问题形成了巨大悬殊。
在中国情境下，劳动关系氛围的内涵是什么，由哪些维度构成？如何科学、有效地测量企业的劳动关系氛围？哪些因素影响企业的劳动关系氛围，劳动关系氛围会对组织和个体产生什么影响？劳动关系氛围是如何以及在多大程度上影响其前因和结果的？本研究针对上述问题，选择劳动关系系统理论为基础，分析了劳动关系氛围的维度，构建了劳动关系氛围的概念模型，论证了劳动关系氛围的影响因素和结果变量，考察了劳动关系氛围对其前因和结果变量的作用机制。
依托922份有效问卷，采用因子分析、多元回归分析等分析方法对相关假设进行了实证检验。主要发现和结论如下：第一，管理者的工会价值观、员工发言权、管理风格、关系意识能够很好的预测企业的劳动关系氛围。第二，工会化对企业劳动关系氛围没有显著影响。第三，劳动关系氛围显著影响组织绩效，员工的情感承诺、工会承诺，员工的劳动争议、旷工、申诉和抱怨行为。第四，劳动关系氛围中介管理者工会价值观、员工发言权、管理风格和组织绩效之间的关系。第五，劳动关系氛围中介关系意识和情感承诺、工会承诺、劳动争议、旷工、申诉、抱怨之间的关系。
本论文的价值和创新之处主要体现在以下三个方面：第一，在劳动关系系统理论的基础上，构建了劳动关系氛围的概念模型，同时根据概念模型提出实证研究框架并进行实证检验，将劳动关系氛围的理论与实证研究相结合。既丰富了劳动关系氛围研究，又弥补了以往缺乏系统分析框架以及基本上都是分散的实证研究方面的不足。第二，拓展了劳动关系氛围的维度划分。以往研究者主要从合作——对立角度对劳动关系氛围进行衡量。但是，中国情境的特殊性决定了员工即便对企业有诸多不满，也不倾向于选择对立，合作——对立这一指标不能完全反映中国企业劳动关系氛围的真实状况。因此，本文结合中国情境提出了劳动关系氛围的另一个维度：积极——消极。同时根据劳动关系氛围之合作——对立、积极——消极两个维度，把劳动关系氛围分成四种类型，有助于劳动关系氛围研究的进一步深化。第三，结合中国情境进行劳动关系氛围的跨文化研究。以往关于劳动关系氛围的研究大多是在北美进行的，中国工会和政府等作用的差异性决定了我国劳动关系情境的特殊性。结合我国劳动关系的理论和实践，全面思考劳动关系氛围的内涵与效能，分析中国企业劳动关系氛围的影响因素、结果变量以及劳动关系氛围的中介作用等是很有价值的。
本论文的结构安排如下：第一章为绪论，主要阐述本研究的理论与现实背景，研究主题与研究意义，并提出了本研究拟采用的主要方法、论文结构和创新点。第二章为文献回顾与评析，主要对劳动关系、劳动关系系统和劳动关系氛围的文献进行回顾和梳理，为本研究理论模型的提出建立理论基础。第三章为概念界定、维度划分和概念模型的构建，首先阐述了劳动关系和劳动关系氛围之间的联系机制，发现劳动关系氛围研究的合理性和价值；其次，结合中国情境，对劳动关系氛围进行界定和维度划分；再次，结合以往文献研究提出劳动关系氛围的概念模型，作为后续研究的逻辑基础。第四章为中国企业劳动关系现状与劳动关系氛围，对不同经济体制下和不同所有制企业的劳动关系现状进行分析；在此基础上分析中国企业劳动关系氛围的现状。第五章为实证研究模型和研究假设，在对以往劳动关系氛围模型进行分析的基础上，建立实证研究模型并提出相关的理论假设，探析影响劳动关系氛围的前因、结果和劳动关系氛围的中介作用。第六章为劳动关系氛围的实证研究，为理论模型中的各变量建构设计、选择和修订量表，形成调查问卷；对问卷信效度进行检验；对研究假设进行验证；对研究结果进行讨论。第七章为结论，总结研究的主要结论，对企业管理者提出相关的对策建议，并指出研究的局限性和未来进一步研究的方向。
With the transformation of labor relations in China, various problems of laborrelations arise and then quality of labor relations has become a major concern of moreand more researchers and management practitioners. As a significantsocio-psychological factor, labor relations climate is often used to describe the qualityof labor relations in organizations. It is an important factor for evaluating quality oflabor relations of corporate. A discussion of labor relations climate and the issuesinvolved has been made abroad. However, domestic study is still in the preliminarystage. The lack of researches on labor relations climate and the frequently occurredproblems of labor relations in China have formed an overwhelming disparity.
What are the connotations and indicators of labor relations climate in China?How can we testify corporate labor relations climate scientifically and effectively?What are the factors that would affect labor relations climate? How does laborrelations climate affect organizations and individuals? How and to what extent does itinfluence its antecedents and consequences? To solve the above issues, in light ofsystem theories of labor relations climate, the present study analyses the elements oflabor relations climate, constructs its conceptual model, expounds its predictors andconsequent variables, and explores its mechanism of action on its antecedents andconsequences.
Based on922valid questionnaires, some methods such as explorative factoranalysis and multiple linear regression models were used to verify the hypothesesderiving from the conceptual model. The main findings are showed as follows: firstly,labor union values of managers, employee voice, management style, andconsciousness of relationship are powerful predicted variables to the labor relationsclimate; secondly, unionization has no significant impact on enterprise labor relationsclimate; thirdly, labor relations climate has noticeable effect on organizationalperformance, affective commitment and union commitment of the staff, and theirlabor disputes, absence from work, accusation and complaint; fourthly, Laborrelations climate mediator the relationship between labor union values of managers,employee voice, management style and organization performance; Fifthly, Labor relations climate mediator the relationship between consciousness of relationship andaffective commitment, union commitment, labor conflict, absence, appeal, complaint.
The main contributions and innovations of this dissertation are chiefly embodiedin three aspects. Firstly, in light of system theories of labor relations climate, itconstructs conceptual model of labor relations climate while it puts forward andexamines the framework of empirical research according to the conceptual model,combining the theories of labor relations climate with the empirical studies. In thissense, it enriches the study on labor relations climate and compensates for the lack ofanalysis of theories of labor relations climate, the lack of systematic analyticalframework and other deficiencies in previous empirical researches, which arebasically scattered. Secondly, it extends the elements of labor relations climate. Theearlier researchers measured labor relations climate mainly from thecooperate-opposite angle. However, the particularity of Chinese society leads to thefact that workers do not tend to be in opposition even though they have many gripes.That is to say, the indicator “cooperate-opposite” cannot completely reflect the realityof labor relations climate in China. Therefore, in line with Chinese situation, thepresent study comes up with another indicator of labor relations climate:active-negative and categorizes labor relations climate into four types in terms of thetwo indicators, cooperate-opposite and active-negative, deepening the study on laborrelations climate. Thirdly, a cross-cultural study on labor relations climate based onChinese situation is also made in this dissertation. Most formerly studies on laborrelations climate were conducted in North America. The differences’ in China’s laborunions and Chinese government determine the particularity of labor relations in China.It is of great value to ponder the connotation and efficiency of labor relations climateand to analyze the influencing factors, consequent variables and the mediator effect oflabor relations climate of Chinese enterprises, according to the theories and practiceof labor relations in China.
The structure arrangement of the dissertation is as follows. Chapter One is theintroduction of the background in theory and reality, topics and significance of theresearch, and main method, structure arrangement as well as the innovations of thestudy. Chapter Two reviews the previous studies related with labor relations and labor relations climate, which lays the theoretical basis for the theoretical model in thisstudy. Chapter Three deals with the definitions, indicators division and theconstruction of conceptual model: it begins with the elaboration of relationmechanism between labor relations and labor relations climate, discovering thereasonableness and value of research on labor relations climate; then it moves on tothe definitions of labor relations climate and its indicators division, conforming toChinese situation; finally, in accordance with the conclusion of the literature review, itraises the conceptual model of labor relations climate, which is considered as thelogical basis of the follow-up study. Chapter Four is devoted to the reality ofcorporate labor relations in China. It explores the reality of labor relations ofenterprises under different economic systems and different ownerships, based onwhich the analysis of the reality of labor relations climate in China is conducted.Chapter Five contributes to the model of empirical research and the researchhypotheses. On the ground of the previous models of labor relations climate, it sets upthe model of empirical research and relevant theoretical hypotheses. Besides, itinquires into antecedents and consequences of labor relations climate and its mediatoreffect. Chapter Six is the empirical research of labor relations climate, which designs,selects and revises scales for the variables in the theoretical model to form thequestionnaire, tests the reliability and validity of the questionnaire, verifies theresearch hypotheses and discusses the research results. Chapter Seven concludes withfindings, implications and limitations, and makes some prospects for further study.
在中国情境下，劳动关系氛围的内涵是什么，由哪些维度构成？如何科学、有效地测量企业的劳动关系氛围？哪些因素影响企业的劳动关系氛围，劳动关系氛围会对组织和个体产生什么影响？劳动关系氛围是如何以及在多大程度上影响其前因和结果的？本研究针对上述问题，选择劳动关系系统理论为基础，分析了劳动关系氛围的维度，构建了劳动关系氛围的概念模型，论证了劳动关系氛围的影响因素和结果变量，考察了劳动关系氛围对其前因和结果变量的作用机制。
依托922份有效问卷，采用因子分析、多元回归分析等分析方法对相关假设进行了实证检验。主要发现和结论如下：第一，管理者的工会价值观、员工发言权、管理风格、关系意识能够很好的预测企业的劳动关系氛围。第二，工会化对企业劳动关系氛围没有显著影响。第三，劳动关系氛围显著影响组织绩效，员工的情感承诺、工会承诺，员工的劳动争议、旷工、申诉和抱怨行为。第四，劳动关系氛围中介管理者工会价值观、员工发言权、管理风格和组织绩效之间的关系。第五，劳动关系氛围中介关系意识和情感承诺、工会承诺、劳动争议、旷工、申诉、抱怨之间的关系。
本论文的价值和创新之处主要体现在以下三个方面：第一，在劳动关系系统理论的基础上，构建了劳动关系氛围的概念模型，同时根据概念模型提出实证研究框架并进行实证检验，将劳动关系氛围的理论与实证研究相结合。既丰富了劳动关系氛围研究，又弥补了以往缺乏系统分析框架以及基本上都是分散的实证研究方面的不足。第二，拓展了劳动关系氛围的维度划分。以往研究者主要从合作——对立角度对劳动关系氛围进行衡量。但是，中国情境的特殊性决定了员工即便对企业有诸多不满，也不倾向于选择对立，合作——对立这一指标不能完全反映中国企业劳动关系氛围的真实状况。因此，本文结合中国情境提出了劳动关系氛围的另一个维度：积极——消极。同时根据劳动关系氛围之合作——对立、积极——消极两个维度，把劳动关系氛围分成四种类型，有助于劳动关系氛围研究的进一步深化。第三，结合中国情境进行劳动关系氛围的跨文化研究。以往关于劳动关系氛围的研究大多是在北美进行的，中国工会和政府等作用的差异性决定了我国劳动关系情境的特殊性。结合我国劳动关系的理论和实践，全面思考劳动关系氛围的内涵与效能，分析中国企业劳动关系氛围的影响因素、结果变量以及劳动关系氛围的中介作用等是很有价值的。
本论文的结构安排如下：第一章为绪论，主要阐述本研究的理论与现实背景，研究主题与研究意义，并提出了本研究拟采用的主要方法、论文结构和创新点。第二章为文献回顾与评析，主要对劳动关系、劳动关系系统和劳动关系氛围的文献进行回顾和梳理，为本研究理论模型的提出建立理论基础。第三章为概念界定、维度划分和概念模型的构建，首先阐述了劳动关系和劳动关系氛围之间的联系机制，发现劳动关系氛围研究的合理性和价值；其次，结合中国情境，对劳动关系氛围进行界定和维度划分；再次，结合以往文献研究提出劳动关系氛围的概念模型，作为后续研究的逻辑基础。第四章为中国企业劳动关系现状与劳动关系氛围，对不同经济体制下和不同所有制企业的劳动关系现状进行分析；在此基础上分析中国企业劳动关系氛围的现状。第五章为实证研究模型和研究假设，在对以往劳动关系氛围模型进行分析的基础上，建立实证研究模型并提出相关的理论假设，探析影响劳动关系氛围的前因、结果和劳动关系氛围的中介作用。第六章为劳动关系氛围的实证研究，为理论模型中的各变量建构设计、选择和修订量表，形成调查问卷；对问卷信效度进行检验；对研究假设进行验证；对研究结果进行讨论。第七章为结论，总结研究的主要结论，对企业管理者提出相关的对策建议，并指出研究的局限性和未来进一步研究的方向。
With the transformation of labor relations in China, various problems of laborrelations arise and then quality of labor relations has become a major concern of moreand more researchers and management practitioners. As a significantsocio-psychological factor, labor relations climate is often used to describe the qualityof labor relations in organizations. It is an important factor for evaluating quality oflabor relations of corporate. A discussion of labor relations climate and the issuesinvolved has been made abroad. However, domestic study is still in the preliminarystage. The lack of researches on labor relations climate and the frequently occurredproblems of labor relations in China have formed an overwhelming disparity.
What are the connotations and indicators of labor relations climate in China?How can we testify corporate labor relations climate scientifically and effectively?What are the factors that would affect labor relations climate? How does laborrelations climate affect organizations and individuals? How and to what extent does itinfluence its antecedents and consequences? To solve the above issues, in light ofsystem theories of labor relations climate, the present study analyses the elements oflabor relations climate, constructs its conceptual model, expounds its predictors andconsequent variables, and explores its mechanism of action on its antecedents andconsequences.
Based on922valid questionnaires, some methods such as explorative factoranalysis and multiple linear regression models were used to verify the hypothesesderiving from the conceptual model. The main findings are showed as follows: firstly,labor union values of managers, employee voice, management style, andconsciousness of relationship are powerful predicted variables to the labor relationsclimate; secondly, unionization has no significant impact on enterprise labor relationsclimate; thirdly, labor relations climate has noticeable effect on organizationalperformance, affective commitment and union commitment of the staff, and theirlabor disputes, absence from work, accusation and complaint; fourthly, Laborrelations climate mediator the relationship between labor union values of managers,employee voice, management style and organization performance; Fifthly, Labor relations climate mediator the relationship between consciousness of relationship andaffective commitment, union commitment, labor conflict, absence, appeal, complaint.
The main contributions and innovations of this dissertation are chiefly embodiedin three aspects. Firstly, in light of system theories of labor relations climate, itconstructs conceptual model of labor relations climate while it puts forward andexamines the framework of empirical research according to the conceptual model,combining the theories of labor relations climate with the empirical studies. In thissense, it enriches the study on labor relations climate and compensates for the lack ofanalysis of theories of labor relations climate, the lack of systematic analyticalframework and other deficiencies in previous empirical researches, which arebasically scattered. Secondly, it extends the elements of labor relations climate. Theearlier researchers measured labor relations climate mainly from thecooperate-opposite angle. However, the particularity of Chinese society leads to thefact that workers do not tend to be in opposition even though they have many gripes.That is to say, the indicator “cooperate-opposite” cannot completely reflect the realityof labor relations climate in China. Therefore, in line with Chinese situation, thepresent study comes up with another indicator of labor relations climate:active-negative and categorizes labor relations climate into four types in terms of thetwo indicators, cooperate-opposite and active-negative, deepening the study on laborrelations climate. Thirdly, a cross-cultural study on labor relations climate based onChinese situation is also made in this dissertation. Most formerly studies on laborrelations climate were conducted in North America. The differences’ in China’s laborunions and Chinese government determine the particularity of labor relations in China.It is of great value to ponder the connotation and efficiency of labor relations climateand to analyze the influencing factors, consequent variables and the mediator effect oflabor relations climate of Chinese enterprises, according to the theories and practiceof labor relations in China.
The structure arrangement of the dissertation is as follows. Chapter One is theintroduction of the background in theory and reality, topics and significance of theresearch, and main method, structure arrangement as well as the innovations of thestudy. Chapter Two reviews the previous studies related with labor relations and labor relations climate, which lays the theoretical basis for the theoretical model in thisstudy. Chapter Three deals with the definitions, indicators division and theconstruction of conceptual model: it begins with the elaboration of relationmechanism between labor relations and labor relations climate, discovering thereasonableness and value of research on labor relations climate; then it moves on tothe definitions of labor relations climate and its indicators division, conforming toChinese situation; finally, in accordance with the conclusion of the literature review, itraises the conceptual model of labor relations climate, which is considered as thelogical basis of the follow-up study. Chapter Four is devoted to the reality ofcorporate labor relations in China. It explores the reality of labor relations ofenterprises under different economic systems and different ownerships, based onwhich the analysis of the reality of labor relations climate in China is conducted.Chapter Five contributes to the model of empirical research and the researchhypotheses. On the ground of the previous models of labor relations climate, it sets upthe model of empirical research and relevant theoretical hypotheses. Besides, itinquires into antecedents and consequences of labor relations climate and its mediatoreffect. Chapter Six is the empirical research of labor relations climate, which designs,selects and revises scales for the variables in the theoretical model to form thequestionnaire, tests the reliability and validity of the questionnaire, verifies theresearch hypotheses and discusses the research results. Chapter Seven concludes withfindings, implications and limitations, and makes some prospects for further study.
引文
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