CAJ | 학술논문

基于37家企业和1 211名员工的问卷调研数据,依据心理契约理论和工会理论,探讨了中国转型经济背景下劳动关系氛围和工会直选对员工的心理契约破裂感知和工会承诺关系的跨层次影响。研究结果表明,劳动关系氛围同工会承诺正相关;心理契约破裂感知同工会承诺负相关;心理契约破裂感知在劳动关系氛围与工会承诺的关系中起中介作用;工会直选在心理契约破裂感知和工会承诺的关系中起调节作用,即在实现工会直选的企业,员工的心理契约破裂感知同工会承诺的负相关关系较弱。此外,对研究发现进行分析,并指出对管理实践的启示。
기우37가기업화1 211명원공적문권조연수거,의거심리계약이론화공회이론,탐토료중국전형경제배경하노동관계분위화공회직선대원공적심리계약파렬감지화공회승낙관계적과층차영향。연구결과표명,노동관계분위동공회승낙정상관;심리계약파렬감지동공회승낙부상관;심리계약파렬감지재노동관계분위여공회승낙적관계중기중개작용;공회직선재심리계약파렬감지화공회승낙적관계중기조절작용,즉재실현공회직선적기업,원공적심리계약파렬감지동공회승낙적부상관관계교약。차외,대연구발현진행분석,병지출대관리실천적계시。
Drawing on the theoretical framework of psychological contract and union theory, this study empirically examines the multi-level relationships between organizational level variables, namely labor relations climate and democratic grassroots union elections, and individual-level variables, name- ly perceived psychological contract breach and union commitment in the context of China transition e conomy. Hierarchical linear modelling results were achieved from a sample of 1211 employees from 37 Chinese enterprises. It was found that organizational-level labor relations climate was positively relat ed to employee union commitment and employees＇ perceived psychological contract breach was nega tively related to their union commitment. Perceived psychological contract breach mediated the rela- tionship between the organizational level labor relations climate and union commitment. And, den, o- cratic grassroots union elections moderated the negative relationship between employees＇ perceived psychological contract breach and union commitment, which indicated that whenever the enterprises implemented democratic grassroots union elections, the negative relationship was weaker. Implica tions for research and practice are discussed finally.