CAJ | 학술논문

基于广州市15家民营企业372位员工的调查数据，本文对工作特征、员工满意度与劳动争议处理行为之间的关系进行了实证分析。结果表明，工资收入越高，每天工作时间越少，员工满意度越高；职位等级和工龄与员工满意度不存在显著关系。员工满意度对劳动争议处理中的建议行为有正向影响，对消极行为和对抗行为有负向影响；单个的工作特征因素对员工的劳动争议处理行为没有直接的决定作用。可见，员工满意度作为个体对所在企业的综合情感体现，能在日常职业情境与突发劳动争议之间架起一座联系的桥梁。
기우엄주시15가민영기업372위원공적조사수거，본문대공작특정、원공만의도여노동쟁의처리행위지간적관계진행료실증분석。결과표명，공자수입월고，매천공작시간월소，원공만의도월고；직위등급화공령여원공만의도불존재현저관계。원공만의도대노동쟁의처리중적건의행위유정향영향，대소겁행위화대항행위유부향영향；단개적공작특정인소대원공적노동쟁의처리행위몰유직접적결정작용。가견，원공만의도작위개체대소재기업적종합정감체현，능재일상직업정경여돌발노동쟁의지간가기일좌련계적교량。
Based on the questionnaire survey of 372 employees from 15 private enterprises in Guangzhou, this paper takes an empirical study on the relationship between job characteristics, employee satisfaction and the behaviors of labor dispute solutions. The results show that wage income is positively related to employee satisfaction, and working hours is negatively related to employee satisfaction, but job level and working age have no relationship with employee satisfaction. Employee satisfaction can positively affect the suggestive behavior but negatively affect the passive and oppositional behavior in the process of labor dispute solutions. Employee satisfaction has no influence on the single factor of job characteristics. As the synthetically emotional reflection on enterprises, employee satisfaction builds a theoretical bridge between vocational environment and labor disputes.