Research On The Impact Of Corporate Employment Relations Coordinating Practices On Employment Quality

The study integrates traditional labor relations theories and human resourcemanagement theories, to reconstruct the concepts and measurements of corporateemployment relations coordination practices and corporate employment quality, in thecomplex context of global competition, industry transition, technology change, labormarket transition and changing work values. Also, the study discusses the casualrelationships between the two reconstructed concepts and discusses the mediatingeffects of labor relations climate and psychological contract.As an introduction part, chapter1analyses the complex realistic and theoreticalbackgrounds of Chinese corporate employment relations. The realistic backgroundsinclude:(1) There is and dramatic increase in the number of labor dispute and laborconflict;(2) During the transition of labor market, structural labor shortage has beenthe challenge of many industries;(3) Human resource diversity brings manymanagement problems because the new generations who grew up in the socialtransition period has become the majority of firm workers;(4) The labor legal systemis still unsound and has many negative external effects;(5) The firm faces manychallenges of increasing international competition and industry upgrade. At the sametime, there are some theoretical defects:(1) Most researches focus on the macroarea, and pay less attention to the employment relations in the corporate level;(2)Most researches about employment relations coordination practices didn’t integratethe traditional labor relations theories and human resource management theories.Based on the backgrounds, chapter1put forwards the following research questions:(1) what is the research paradigm in the employment relations research in corporatelevel?(2) How to measure the employment quality?(3) How to integrate traditionallabor relations theories and human resource management theories and to construct theconcept and dimensions of employment relations coordination practices?(4) What isthe path about the influence of corporate employment relations coordination practiceson employment quality? To answer the above questions, chapter1designs the research framework.Chapter2reviews the basic theories about employment relations, to find the researchperspective in this study. This chapter firstly differentiates relating concepts ofemployment relations, and emphasizes that employment relations not only include theelement of economic contracts, but also include the element of psychologicalcontracts. Than, this chapter reviews the three kinds of research perspectives such asMarxism, Unitarism and Pluralism, and the corresponding three kinds of researchparadigm such as labor process control, human resource management andinvestment-output paradigm. This chapter also focuses on the labor relations systemtheories. Finally, this chapter suggests that the research focus of employment relationsshould be the objectives of employment relations, and the traditional labor relationstheories and human resource management theories should be integrated under theparadigm of efficiency, justice and voice.Chapter3discusses the concept and measurement of corporate employment quality.Firstly, this chapter reviews the relating studies about employment quality in bothmacro and micro level. Then, this chapter construct an analyzing frameworkincluding three level of corporate, employee and the interaction between corporateand employee, two kinds of perspectives such as attitudes and behaviors/outcomes,and three kinds of objectives such as efficiency, justice and voice. Based on theframework, this chapter gives comments on relating studies, and put forward a newidea about the concept and measurement of corporate employment relations. Also,this chapter focuses on the key indicators such as labor relations climate,psychological contract fulfillment, job satisfaction, affective commitment and jobperformance.Chapter4discusses the concept and dimensions integration of corporate employmentrelations coordinating practices. This chapter firstly reviews many human resourcemanagement practices which are mainly by the human resource managementperspectives, and then reviews some employment participation practices which are bythe labor relations perspectives. Finally, by the strategic human resource managementparadigm, the AMO framework and the objectives of efficiency, justice and voice,this chapter defines the concept of corporate employment relations coordinating practices and suggests the dimension of control base, ability improve, motivationimprove and participation opportunity.Chapter5is the research design of empirical research. Based on the socialinformation processing model and social exchange theory, this chapter suggests theempirical research framework about corporate employment relations coordinatingpractices, psychological contract fulfillment, labor relations climate, job satisfaction,affective commitment and job performance. This chapter also discusses the stepsabout variable operation, scale development and samples.Chapter6is data analyzing part. By using methods such as descriptive analysis,ANOVA analysis, factor analysis and regression analysis, this chapter confirms mostresearch hypothesizes, and confirms that there are mediating effects of psychologicalcontract fulfillment and labor relations climates on the CAMO relationships betweenscorporate employment relations coordinating practices and outcomes such as jobsatisfaction, affective commitment and job performance.Chapter7is the conclusion part of this study. Besides the systematically overview theresearch findings of above chapters, this chapter also discusses those hypothesis thatare not confirmed, and gives summary of the main theoretical innovation and researchdeficiencies. This chapter also puts forward the research direction in the futureresearch.