工资集体协商对员工态度的跨层次影响:组织支持感的中介作用  

The Cross-level Impact of Collective Bargaining on Employee Attitudes:The Mediating Role of Perceived Organizational Support

作　　者：周恋[1] 李敏[1] 

机构地区：[1]华南理工大学工商管理学院,广东广州510640

出　　处：《华东经济管理》2015年第9期49-55,共7页East China Economic Management

基　　金：国家社会科学基金重大项目(12&ZD095);国家自然科学基金面上项目(71472066);教育部人文社会科学研究规划基金项目(14YJA630023);广东省哲学社会科学规划项目(GD13CGL15)

摘　　要：基于组织支持理论、社会交换理论和产业民主理论,文章探讨了中国经济转型背景下企业开展工资集体协商对员工态度的跨层次影响。以广东省42家企业和1 374名员工的匹配数据为分析对象,跨层次分析结果表明:企业开展工资集体协商正向影响员工的组织支持感,组织支持感正向影响员工的组织承诺和工作满意度,员工的组织支持感在企业开展工资集体协商和员工的组织承诺和工作满意度之间起中介作用。最后文章讨论了研究的理论意义和现实意义,并提出未来的研究方向。Based on organizational support theory, social exchange theory and industrial democracy theory, the paper studies the cross-level impact of collective bargaining on employee altitudes in the context of China＇ s economic transformation. Using a linked employer-employee data of 42 enterprises comprising 1 374 employees from Guangdong province, the cross-level analysis results show that ： Collective bargaining have a positive impact on employees＇ perceived organizational support. Perceived organizational support has a positive impact on organizational commitment and job satisfaction. Employees ＇ perceived organizational support plays a mediating role in the relationship between collective bargaining and employees ＇ organizational commitment, as well as their job satisfaction. Finally, the paper discusses tire theoretical anti practical significances of the study, and proposes future research directions.

关 键 词：工资集体协商 组织支持感 组织承诺 工作满意度 跨层次 

分 类 号：F244[经济管理—劳动经济]