异质性视角下工会-企业关系模式对组织承诺的影响研究

›› 2017, Vol. 29 ›› Issue (10): 120-131.

• 组织行为与人力资源管理 • 上一篇下一篇

异质性视角下工会-企业关系模式对组织承诺的影响研究

吴进红^1,2, 胡恩华¹, 王凌云¹, 单红梅³

1. 南京航空航天大学经济与管理学院, 南京 211106;
2. 南京航空航天大学金城学院, 南京 211156;
3. 南京邮电大学理学院, 南京 210023

收稿日期:2015-01-13 出版日期:2017-10-28 发布日期:2017-11-01
作者简介:吴进红,南京航空航天大学经济与管理学院博士研究生,南京航空航天大学金城学院讲师;胡恩华,南京航空航天大学经济与管理学院教授,博士生导师,博士;王凌云,南京航空航天大学经济与管理学院副教授,硕士生导师,博士;单红梅,南京邮电大学理学院副教授,硕士生导师,博士
基金资助:
国家自然科学基金项目（71573123；71473131）；江苏省研究生培养创新工程项目（KYZZ_0100）；江苏高校哲学社会科学研究基金指导项目（2014SJD042）；中央高校基本科研业务费专项资金资助重大项目培育基金（NP2017302）；江苏省人力资源发展研究基地（2017ZSJD002）。

The Impact of Union-Management Relations on Organizational Commitment:Study from the Perspective of Heterogeneity

Wu Jinhong^1,2, Hu Enhua¹, Wang Lingyun¹, Shan Hongmei³

1. School of Economics and Management of Nanjing University of Aeronautics and Astronautics, Nanjing 211106;
2. Jincheng College of Nanjing University of Aeronautics and Astronautics, Nanjing 211156;
3. School of Science of Nanjing University of Posts and Telecommunications, Nanjing 210023

Received:2015-01-13 Online:2017-10-28 Published:2017-11-01

摘要/Abstract

摘要：

本文将中国工会和企业之间的关系分为激烈对抗、完全追随和团结协作三种模式，并构建异质性视角下的多主体仿真模型，以期获取不同关系模式影响下组织承诺纵向演化过程中的关键信息。结果表明：工会-企业关系模式能够对组织承诺产生显著影响，且异质性视角的研究结果能够更为有效地预测员工的行为选择和组织的发展趋势。团结协作模式下组织具有较高的组织承诺水平和自适应演化功能，而完全追随和激烈对抗模式下组织则会逐渐趋向衰亡。所不同的是完全追随模式拥有较长的平稳周期，而激烈对抗模式具备更快的收敛速度。指出现阶段应充分加强团结协作模式在中国的应用与推广，并通过薪酬福利体系的科学设计等举措进一步提升组织的竞争优势与绩效表现。

关键词: 异质性, 组织承诺, 工会-企业关系, 多主体仿真

Abstract:

In this paper, Union-Management Relations (UMRs) in China are divided into three types:confrontation, cooperation and complete follow. And then we described an agent-based computational model to obtain the key evolutional characteristics of employees' commitment from the perspective of heterogeneity. The experimental data show that UMRs do have a meaningful impact on organizational commitment, and the analysis based on heterogeneity can more effectively foresee the behavior of employee and the development of organization. Employee's commitment based on cooperation UMR is higher in comparison with that based on confrontation and complete follow UMRs. All the confrontation and complete follow UMRs will tend to die in the future. The difference is that complete follow UMR has a longer stable development period, while confrontation UMR has a faster convergence speed. The paper points out that we should strengthen the application of cooperation UMR in China, and develop a scientific and reasonable compensation system to enhance the competitiveness and performance of organization.

Key words: heterogeneity, organizational commitment, Union-Management Relations (UMRs), multi-agent simulation

吴进红, 胡恩华, 王凌云, 单红梅. 异质性视角下工会-企业关系模式对组织承诺的影响研究[J]. , 2017, 29(10): 120-131.

Wu Jinhong, Hu Enhua, Wang Lingyun, Shan Hongmei. The Impact of Union-Management Relations on Organizational Commitment:Study from the Perspective of Heterogeneity[J]. , 2017, 29(10): 120-131.

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异质性视角下工会-企业关系模式对组织承诺的影响研究

The Impact of Union-Management Relations on Organizational Commitment:Study from the Perspective of Heterogeneity

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