摘要
中国企业工会通过工会实践不仅能够发挥维护员工合法权益的效用,还能引导员工以组织公民行为回馈组织,从而起到促进组织发展的作用。然而,目前二者之间的关系及其内在影响机制尚未得到实证检验。本文构建了以心理契约为中介变量和高绩效人力资源实践为调节变量的工会实践对员工组织公民行为的影响机制模型,并收集国内26家企业共342份员工数据,运用多层次线性模型分析方法进行实证检验。研究结果表明:(1)工会实践显著正向影响员工组织公民行为;(2)员工心理契约在工会实践和员工组织公民行为的关系中起到显著中介作用;(3)高绩效人力资源实践正向调节工会实践和心理契约之间的关系;(4)高绩效人力资源实践正向调节心理契约在工会实践与员工组织公民行为之间的中介效应。本文丰富了工会实践与员工组织公民行为之间关系的研究,并从实践角度提出了促进员工组织公民行为的建议,对于进一步释放工会实践对员工和企业发展的积极效用具有重要的指导意义。
In China,unions always play an important role in protecting the legitimate rights and interests of Chinese employees,building harmonious labor relations and promoting the development of enterprises by performing four basic functions:maintenance,education,participation and construction.Considering the dual status of Chinese unions,Chinese enterprise unions have a positive impact on both of employees and enterprises.Under such circumstances,enterprise union practice not only need to protect the rights and interests of employees,but also to promote the development of enterprises.Therefore,enterprise union practice become a kind of support from enterprises,and can promote a good social exchange relationship between enterprises and employees,which is good for employees to format positive cognition and evaluation about enterprises.Driven by these cognitions,employees will show gratitude,even give back to enterprises.Organizational citizenship behavior is a kind of individual behavior that can effectively improve organization effectiveness,although it has no direct or explicit connection with formal reward system.Based on Social Exchange Theory,organizational citizenship behavior is the feedback behavior of employees for enterprises.According to the principle of reciprocity,when employees get organizational supports,they will be willing to doing more to help enterprises,such as completing extra tasks spontaneously which are not part of their job responsibilities,helping colleagues and building a harmonious working atmosphere,paying attention to the development of enterprises and give advice for them.These behaviors can obviously show employees’positive response to the high-quality social exchange relationship between enterprises and them.However,little researchers have focused on the effect of union practice on organizational citizenship behavior at present,least of the influence mechanism between them.Based on the theoretical literatures,this study explores the mediating effects of psychological contract and boundary condition of high-performance human resource practice to explore the relationship between union practice and organizational citizenship behavior by collecting and analyzing samples from 342 employees in 26 companies in China.The results in this study show:(1)union practice is significantly positive to organizational citizenship behavior;(2)employee’s psychological contract has a significant mediating effect in the relationship between union practice and organizational citizenship behavior;(3)high-performance human resource practice positively moderates the relationship between union practice and employee’s psychological contract.;(4)high-performance human resource practice also moderates the mediating effect of employee’s psychological contract between union practice and organizational citizenship behavior.These conclusions have three contributions.First of all,it expands the research on the relationship between union practice and employee behavior,and provides a new perspective for the research on the influencing factors of organizational citizenship behavior.Secondly,based on Social Exchange Theory,this study explains the internal path of union practice on organizational citizenship behavior.Lastly,based on Conservation of Resources Theory,this study expands the research that is about situational factors on union practice and discusses the moderate influence of high-performance human resource practice on the relationship between union practice and employee’s psychological contract and the mediating effect of employee’s psychological contract between union practice and organizational citizenship behavior.Meanwhile,the study puts forward some suggestions to promote employees to do more organizational citizenship behavior from the perspective of practice,which has important practical significance for further releasing the positive effect of union practice on employees and enterprises.Moreover,the study also puts forward some ideas to deepen the existing research and future research,in order to enrich the results of union practice field and enhance the influence of union practice research.
作者
赵琛徽
翟欣婷
蔡婷
ZHAO Chen-hui;ZHAI Xin-ting;CAI Ting(School of Business Administration,Zhongnan University of Economics and Law,Wuhan,Hubei,430073,China;Changjiang Waterway Engineering Bureau Co.,LTD,Wuhan,Hubei,430100,China)
出处
《经济管理》
CSSCI
北大核心
2021年第3期194-208,共15页
Business and Management Journal ( BMJ )
基金
2020年教育部人文社会科学基金项目“养老护理人员工作投入的影响因素与提升路径研究:基于工作要求-资源模型的视角”(20YJA630096)
关键词
工会实践
心理契约
高绩效人力资源实践
组织公民行为
union practice
psychological contract
high-performance human resource practice
organizational citizenship behavior
