劳资关系氛围五维度对员工心理安全和工作嵌入的影响——基于中国广东和山东两地民营企业的实证研究

摘要/Abstract

摘要：

基于中国民营企业劳资冲突频发等现实背景，本文旨在从劳资关系氛围角度探讨如何有效增强员工心理安全和工作嵌入的问题。在理论回顾基础上，就劳资关系氛围五维度与员工心理安全和工作嵌入之间的关系提出研究假设和理论模型。运用广东和山东两地民营企业的调查数据，采用偏最小二乘（PLS）结构方程方法，实证分析劳资关系氛围五维度与员工心理安全和工作嵌入之间的影响关系，并进一步按照不同区域和行业情况检验理论模型的普适性。结果显示，劳资关系氛围和谐性、开放性和敌对性影响着员工心理安全和工作嵌入；即时性影响着员工工作嵌入；员工心理安全与工作嵌入有较强正向影响关系；高技术密集型行业与低技术密集型行业的劳资关系氛围五维度对员工心理安全和工作嵌入的影响存在差异性。

关键词: 劳资关系氛围五维度, 心理安全, 工作嵌入

Abstract:

Given the actual background of frequent labor conflicts in Chinese private enterprises, this paper attempts to solve the problem of employees' psychological safety and job embeddedness from the perspective of industrial relations climate. Based on the theoretical review, this paper brings forward the research hypothesis of five-dimensional industrial relations climate influencing employees' psychological safety and job embeddedness, and develops a theoretical model. Using survey data from Chinese private enterprises in Guangdong and Shandong regions, this paper makes an empirical analysis of the effect of five-dimensional industrial relations climate on employees' psychological safety and job embeddedness. This paper adopts the structural equation method of PLS-GRAPH statistical software. Further, this paper demonstrates the universality of the theoretical model according to the different regions and industries. The results indicate that harmony, openness and hostility dimensions of industrial relations climate have a significant effect on employees' psychological safety and job embeddedness; promptness dimension of industrial relations climate has a significant effect on employees' job embeddedness; employees' psychological safety is positively related to job embeddedness; there is also an obvious difference in the effect of five-dimensional industrial relations climate on employees' psychological safety and job embeddedness between in the high and low technology-intensive industries.

Key words: five-dimensional industrial relations climate, psychological safety, job embeddedness

李召敏, 赵曙明. 劳资关系氛围五维度对员工心理安全和工作嵌入的影响——基于中国广东和山东两地民营企业的实证研究[J]. , 2017, 29(4): 108-121.

Li Zhaomin, Zhao Shuming. The Effect of Five-dimensional Industrial Relations Climate on Employees' Psychological Safety and Job Embeddedness——An Empirical Study of Private Enterprises in Guangdong and Shandong Regions of China[J]. , 2017, 29(4): 108-121.

参考文献

[1] 中国国家统计局. 中国劳动统计年鉴2014[M]. 北京: 中国统计出版社, 2014
[2] 干春晖. 新常态下中国经济转型与产业升级[J]. 南京财经大学学报, 2016,(2):1-10
[3] 王炳成. 薪酬公平, 人格特质与工作满意度关系研究[J]. 科研管理, 2011,32(3):91-100
[4] 段锦云. 家长式领导对员工建言行为的影响, 心理安全感的中介机制[J]. 管理评论, 2012,24(10): 109-116
[5] 倪昌红,叶仁荪,黄顺春,等. 工作群体的组织支持感与群体离职: 群体心理安全感与群体凝聚力的中介作用[J]. 管理评论, 2013,25(5):92-101
[6] 陈万思,丁珏,余彦儒. 参与式管理对和谐劳资关系氛围的影响: 组织公平感的中介作用与代际调节效应[J]. 南开管理评论, 2013,16(6):47-58
[7] Dastmalchian A., Blyton P., Adamson R. Industrial Relations Climate: Testing a Construct[J]. Journal of Occupational Psychology, 1989,62(1):21-32
[8] Deery S. J., Iverson R. D. Labor-management Cooperation: Antecedents and Impact on Organizational Performance[J]. Industrial and Labor Relations Review, 2005,58(4):588-609
[9] 崔勋,张义明,瞿皎姣. 劳动关系氛围和员工工作满意度: 组织承诺的调节作用[J]. 南开管理评论, 2012,15(2):19-30
[10] 李敏,周恋. 基于工会直选调节作用的劳动关系氛围, 心理契约破裂感知和工会承诺的关系研究[J]. 管理学报, 2015,12(3):364-371
[11] 凌斌,段锦云,朱月龙. 工作场所中的心理安全: 概念构思, 影响因素和结果[J]. 心理科学进展, 2010,18(10):1580-1589
[12] Carr A. Positive Psychology: The Science of Happiness and Human Strengths[M]. New York: Routledge, 2011
[13] Kahn W. A. Psychological Conditions of Personal Engagement and Disengagement at Work[J]. Academy of Management Journal, 1990,33(4):692-724
[14] 杨春江,马钦海,曾先峰. 从留职视角预测离职: 工作嵌入研究述评[J]. 南开管理评论, 2010, 13(2):105-118
[15] Snape E. D., Redman T. Industrial Relations Climate and Union Commitment: An Evaluation of Workplace-Level Effects[J]. Industrial Relations: A Journal of Economy and Society, 2012,51(1):11-28
[16] 吴晓巍,李珍. 员工参与, 薪酬公平感对劳资关系气氛的影响实证[J]. 大连海事大学学报 (社会科学版), 2013,12(6):40-44
[17] Blyton P., Dastmalchian A., Adamson R. Developing the Concept of Industrial Relations Climate[J]. Journal of Industrial Relations, 1987,29(2):207-216
[18] Bennett R. Employee Relations[M]. England: Financial Times/Prentice Hall, 1997
[19] 蔡玲玉. 薪酬管理制度与劳资关系气氛之研究[D]. 台湾政治大学企业管理研究所硕士论文, 1989
[20] Dastmalchian A., Blyton P., Abdolahyan M. R. Industrial Relations Climate and Company Effectiveness[J]. Personnel Review, 1982,11(1):35-39
[21] Dastmalchian A. Environmental Characteristics and Organizational Climate: An Exploratory Study[J]. Journal of Management Studies, 1986,23(6):609-633
[22] Deng J., Chan D. K. C, Yang S. X., et al. How to Measure Industrial Relations Climate in Chinese Context[C]//Proceedings of the Ninth International Conference on Management Science and Engineering Management. Springer Berlin Heidelberg, 2015,362(1):1215-1224
[23] Cheung M. F. Y., Wu W. Leader-member Exchange and Industrial Relations Climate: Mediating Of Participatory Management in China[J]. Asia Pacific Journal of Human Resources, 2014,52(2):255-275
[24] Zhou L., Li M. Distributive Justice Climate and Job Performance: The Mediating Role of Industrial Relations Climate[J]. Social Behavior and Personality: An International Journal, 2015,43(1):145-152
[25] 单红梅,胡恩华,黄凰. 工会实践对企业绩效影响的实证研究[J]. 管理科学, 2014,27(4):33-50
[26] 崔勋,吴海艳. 劳动关系氛围研究[J]. 中国人力资源开发, 2011,(3):5-9
[27] Pyman A., Holland P., Teicher J. Industrial Relations Climate, Employee Voice and Managerial Attitudes to Unions: An Australian Study[J]. British Journal of Industrial Relations, 2010,48(2):460-480
[28] Schein E. H., Bennis W. Personal and Organizational Change via Group Methods[M]. New York: Wiley, 1965
[29] Edmondson A. C., Lei Z. Psychological Safety: The History, Renaissance, and Future of an Interpersonal Construct[J]. Annu. Rev. Organ. Psychol. Organ. Behav., 2014,1(1):23-43
[30] Nembhard I. M., Edmondson A. C. Make it Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safe and Improvement Efforts in Health Care Teams[J]. Journal of Organization Behavior, 2006,27(7):941-966
[31] May D. R., Gilson R. L., Harter L. M. The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work[J]. Journal of Occupational and Organizational Psychology, 2004,77(1):11-37
[32] Carmeli A., Gittell J. H. High-quality Relationships, Psychological Safety, and Learning from Failures in Work Organizations[J]. Journal of Organizational Behavior, 2009,30(6):709-729
[33] Cheng J. W., Lu K. M., Cheung Y. H., et al. Psychological Safety Serves as Mediator between Person-group Fit and Voice Behaviour[J]. International Journal of Management and Enterprise Development, 2013,12(4-6):296-309
[34] Liu S., Liao J., Wei H. Authentic Leadership and Whistleblowing: Mediating Roles of Psychological Safety and Personal Identification[J]. Journal of Business Ethics, 2015,131(1):1-13
[35] Guchait P., Pa?amehmeto?lu A., Dawson M. Perceived Supervisor and Co-worker Support for Error Management: Impact on Perceived Psychological Safety and Service Recovery Performance[J]. International Journal of Hospitality Management, 2014,41(1):28-37
[36] Carmeli A., Reiter-Palmon R., Ziv E. Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace: The Mediating Role of Psychological Safety[J]. Creativity Research Journal, 2010,22(3):250-260
[37] Liang J., Farh C. I. C., Farh J. L. Psychological Antecedents of Promotive and Prohibitive Voice: A Two-wave Examination[J]. Academy of Management Journal, 2012,55(1):71-92
[38] Kumako S. K., Asumeng M. A. Transformational Leadership as a Moderator of the Relationship between Psychological Safety and Learning Behaviour in Work Teams In Ghana[J]. SA Journal of Industrial Psychology, 2013,39(1):1-9
[39] Idris M. A., Dollard M. F., Coward J., et al. Psychosocial Safety Climate: Conceptual Distinctiveness and Effect on Job Demands and Worker Psychological Health[J]. Safety Science, 2012,50(1):19-28
[40] Mitchell T. R., Holtom B. C., Lee T. W., et al. Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover[J]. Academy of Management Journal, 2001,44(6):1102-1121
[41] Lee W. T., Burch T. C., Mitchell T. R. The Story of Why We Stay: A Review of Job Embeddedness[J]. Annu. Rev. Organ. Psychol. Organ. Behav., 2014,1(1):199-216
[42] 胡翔,李锡元,李泓锦. 回流人才政策认知与工作满意度关系研究[J]. 科技进步与对策, 2014,31(24):151-156
[43] 刘蓉. 中高端人才的工作嵌入性研究[D]. 暨南大学博士学位论文, 2011
[44] Bambacas M., Kulik T. C. Job Embeddedness in China: How HR Practices Impact Turnover Intentions[J]. The International Journal of Human Resource Management, 2013,24(10):1933-1952
[45] Allen D. G. Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover[J]. Journal of Management, 2006,32(2):237-256
[46] 梁小威,廖建桥,曾庆海. 基于工作嵌入核心员工组织绩效——自愿离职研究模型的拓展与检验[J]. 管理世界, 2005,(7):106-115
[47] Peltokorpi V. Job Embeddedness in Japanese Organizations[J]. The International Journal of Human Resource Management, 2013,24(8):1551-1569
[48] Sun T., Zhao X. W., Yang L. B., et al. The Impact of Psychological Capital on Job Embeddedness and Job Performance among Nurses: A Structural Equation Approach[J]. Journal of Advanced Nursing, 2012,68(1):69-79
[49] Karatepe O. M., Karadas G. The Effect Of Management Commitment to Service Quality on Job Embeddedness and Performance Outcomes[J]. Journal of Business Economics and Management, 2012,13(4):614-636
[50] Crossley C. D., Bennett R. J., Jex S. M., et al. Development of a Global Measure of Job Embeddedness and Integration into a Traditional Model of Voluntary Turnover[J]. Journal of Applied Psychology, 2007,92(4):1031
[51] Podsakoff P. M., Organ D. W. Self-reports in Organizational Research: Problems and Prospects[J]. Journal of Management, 1986,12(4):531-544
[52] 周浩,龙立荣. 共同方法偏差的统计检验与控制方法[J]. 心理科学进展, 2004,12(6):942-950
[53] 刘得格,时勘,王永丽. 挑战-阻碍性压力源与工作投入和满意度的关系[J]. 管理科学, 2011,24(2):1-9
[54] 叶林祥,安辰,童亚军. 最低工资对城镇私营与个体就业的影响——基于“长三角”25个城市面板数据的分析[J]. 南京财经大学学报, 2016,(1):17-24