Job satisfaction and union participation in China: Developing and testing a mediated moderation model
Job satisfaction and union participation in China: Developing and testing a mediated moderation model
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DOI：
10.1108/er-10-2017-0245
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发表时间：
2018
影响因子：
3.4
通讯作者：
Yaqing Yue
中科院分区：
文献类型：
--
作者：
Enhua Hu;Maolong Zhang;Hongmei Shan;Long Zhang;Yaqing Yue
目的——本文的目的是提供实证证据，说明中国员工的工作经历是否以及如何影响他们与工会相关的态度和行为。设计/方法/途径——作者开发了一个中介调节模型，以研究工作满意度和劳动关系氛围如何交互影响工会参与，以及工会承诺是否介导交互效应。对来自中国江苏、浙江、安徽、江西和福建省企业的 585 名员工进行了调查以验证该模型。研究结果 – 工作满意度与工会参与度和工会承诺呈负相关。劳动关系气氛调节了工作满意度与工会参与度之间的关系；当员工感受到不利而非有利的劳资关系氛围时，这种关系就会变得消极且更加强烈。此外，工作满意度和劳动关系氛围对工会参与的交互作用在一定程度上是通过工会承诺来调节的。 原创性/价值——通过实证检验中国背景下员工对工会的态度和行为，本研究证实，即使在工会在员工和雇主之间发挥“传输带”作用的国家，工会也可以为员工提供替代工作资源来应对工作不满。这项研究为中国国内外工会实践和劳动关系建设的现有知识基础增添了价值。
Purpose – The purpose of this paper is to offer empirical evidence on whether and how the work experiences of employees in China influence their union-related attitudes and behaviours..Design/methodology/approach – The authors developed a mediated moderation model to examine how job satisfaction and labour relations climate interactively affect union participation and whether union commitment mediates the interactive effects. A total of 585 employees from enterprises in Jiangsu, Zhejiang,Anhui, Jiangxi and Fujian province of China were surveyed to verify the model..Findings – Job satisfaction was negatively related to union participation and union commitment. Labour relations climate moderated the relationship between job satisfaction and union participation; the relationship was negative and stronger when employees perceived an adverse, rather than a favourable, labour relations climate. Further, the interactive effect of job satisfaction and labour relations climate on union participation was partly mediated by union commitment..Originality/value – By empirically examining employees’ attitudes and behaviours towards unions in the Chinese context, this study confirms that unions could provide employees with alternative work resources to cope with job dissatisfaction, even in a country where unions play a “transmission belt” role between.employees and employers. This study adds value to the existing base of knowledge on union practice and labour relations construction, both inside and outside of China.