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本文在已有成熟研究模型的基础上引入工会手段认知作为调节变量,探索性地构建了以员工犬儒主义为中介变量和以工会手段认知为调节变量的心理契约破裂对工会承诺影响的概念模型,并以浙江、江苏、上海等地的305位员工为研究样本,运用多层线性回归分析方法对模型进行了验证。研究结果表明,员工犬儒主义在心理契约破裂对工会承诺的影响过程中起到部分中介作用;在研究工会承诺问题时,还应考虑到员工的工会手段认知水平,工会手段认知能够在员工犬儒主义与工会承诺之间起到调节作用:对于工会手段认知水平高的员工,员工犬儒主义与工会承诺之间的正相关关系较强;而对于工会手段认知水平低的员工,员工犬儒主义与工会承诺之间的关系则不显著。研究结论不仅可以补充心理契约的相关研究,且可为企业管理和中国工会的管理实践提供指导。
Based on the existing mature research model, this paper introduces the cognition of trade union as a regulatory variable and constructs the concept of the influence of psychological contract rupture on union commitment with employee cynicism as mediating variable and perceived by union as means of manipulating variables Model, and 305 employees in Zhejiang, Jiangsu, Shanghai and other places as the research sample, using multi-layer linear regression analysis method to verify the model. The results show that staff cynicism plays a part of the intermediary role in the process of psychological contract rupture impacting the commitment of trade unions. When studying the promises of trade unions, we should also take cognizance of employees’ awareness of trade union means, Cynicism and trade unions promised to play a regulatory role between: a high level of awareness of the trade union staff, employee cynicism and trade unions have a strong positive correlation between the commitments; and low level of awareness of trade unions employees cynicism The relationship between doctrine and trade union commitment is not significant. The conclusions can not only supplement the relevant research of psychological contract, but also provide guidance for the management of enterprises and the management practices of Chinese trade unions.