| Hard working spirit is the traditional virtue of our Chinese nation and is also the basis for China's economic growth.Recent surveys have also revealed that overtime work are becoming symbol in the Internet and information technology industries.However,as China enters a new period of socialist marketization,we need to reflect on these overtime work.Do people who work hard feel happy and does the happiness match the hard working?In other words,does the worker have a good quality of life and a good feeling in his work?Some Western scholars have put forward the concept of work engagement to describe the employee's work behaviors and psychological experience.They believe that job involvement status is characterized by vigor,dedication and absorption.It is a work-related,positiveand satisfactory psychological state.Workaholic,however,is a paranoid job addiction that dominated by an inner drive.Employees with a workaholic phenomenon are like working ghost.They can't get rid of it but they can't feel the joy of work.Of course,when employees are in a state of intense anxiety for a long period of time at work and their work becomes unenthusiastic and unmotivated,then they become job burnout employees.These three kinds of work statesare necessarily related to the employee's retention or resignation.The state of work engagement can give employees a good psychological experience and become an important factor for employees' retention.Therefore,how to improve employee's working state and their intention to stay has become a topic of common concern for corporate managers and organizational behavior scholars.In recent years,research on "employee-organization relationship"has provided us with a new perspective.Tsui et al.(1995)has explored the construction strategy of employee-organization relations in organizations from the perspective of human resources management,which can be also named the organization's investment model for building employee-organization relationship.Of course,the construction of employee-organization relationship is not only limited to human resources management,but also an activity that runs through the entire enterprise management system.It is necessary to expand it into the areas of corporate humanistic care and organizational culture.On the other hand,studies on interpersonal relationships in recent years have also demonstrated that people not only have exchange-centered relationships,but also have a communal relationship with the core of social identity and community concept.For example,the four basic social relationships proposed by Fiske include a communal sharing relationship.Clark and Mills think that there is a communal relationshipbesides the exchange relationship.Therefore,we should introduce the communal relationship into the construction of the employee-organization relationship,and then explore the organizational investment strategy and the mechanism of it.We believe that the construction of employee-organization relationship can improve employees' work engagement and intention to stay.The psychological mechanism of it is the employees' changed perceptions and feelings about the organization.Among them,organizational identity,which behaves as the employees' recognition of the organization,and the organizational commitment behaves as the employees' attachment to the organization,are different under different employee-organization relationship models,thus further influence the employee's work engagement and retention.This paper Includes three sections and six studies,adopting the path of"employee-organization relationship?employees' cognitive and emotional attachments?work engagement and retention".Firstly,we explored the types of employee-organization relationships and the corresponding organizational investment models.Secondly,we investigated the role of employee-organization relationship building in improving employees' work engagement.Thirdly,as the perception and emotional attachment with organization,the role organizational identity and organizational commitment playedhas also been explored.The main research contents and conclusions are as follows:(1)The first part contains research 1 and research 2.Research 1 constructed Employee-organization Relationship Model which was jointly characterized by"organizational investment" and "employee attitude/behavioral response." Researchl was a case-study.According to the principle of theoretical saturation,we used Atlas.ti 5.0 to analyze the interview of 23 employees underthe approach of grounded theory.Through the three levels of coding,the Employee-organization Relationship Model of"organizational investment" and "employee attitude/behavior" is finally constructed;This research found that there were also affective and ideaistic investments in the organization investment strategy,in addition to material and developmental investments.Among them,investment includes care and support,recognition and appreciation,and harmonious interpersonal and team atmosphere;ideaistic investment includes the transmission of norms and experiences,the cognitive shaping of collective.identity and relationship,and the open dissemination of organizational culture.Corresponding to these four kinds of organizing investment strategies,there are two types and four sub-types of employee-organization relationship:material-based short-term exchange relationship;development-based long-term exchange relationship,affection-based sharing relationship and identity-based sharing relationship.The 2ndresearch is the verification of the four types of organizational investment strategies for building employee-organization relations.This research relied on the results of the research 1 and the mature "organizational investment" scale.We used quantitative method to collect 1001 samples in two times.Finally,we constructed the organizational investment assessment scale which consists of 27 items.(2)The research 3 is the second part which explored the influence of employee-organization relationship construction strategy on work engagement.Currently,there exist two different evaluation methods of work engagement.The UWES scales developed by Shaufeili et al.concludes vigor,dedication and absorption.However,the WorkBat scale developed by Spence uses work involvement,work enjoyment and work drive to differentiate between two states of work engagement and Workaholism.This study adopted site collection method to obtain 647 paired data of supervisor and their subordinate,then explored the influence of the four organizational investment strategies on the state of work engagement under these two evaluation methods.The research found that development investment and conceptual investment are the main factors to improve employee's job investment.On the other hand,from the perspective of Spence's theory,work enjoyment and work drive,which are the core indicators of work engagement,are influenced by the organization's ideaistic investment,while work involvement is not affected.Meanwhile,the material investment does not seem to play a significant role in employment-organization relationship construction.In addition,the combination of the four investment strategies adopted by the organization in the construction of employee-organization relations reveals four types of investment patterns:"long-term investment with low material","impoverished investment","short-term investment with medium-material",and "balanced and abundant investment".Among them,the "short-term investment with medium-material"(226)and "long-term investment withlow-material"(195)organizations have the largest samples of investment models.The level of employees'work drives,work enjoyment and work engagement in the "long-term investment with low material" and "balanced and abundant investment" are significantly higher than other investment patterns.The third section includes research 4,5 and 6.It explores the influence mechanism of employee-organization relationship construction on employee's work engagement and intention to stay.Research 4 analyses from the perspective of psychological contract.It has been found that ideaistic investments can positively predict employees' relational psychological contract and negatively predict employees'transactional psychological contract.The relational psychological contracts fully mediated the impact of organizational investment on work engagement,and the transactional psychological contracts partially mediate it.The employee's relational psychological contract is significantly higher than that of other employees when organizations adopted "long-term investment with low-material" and "balanced and abundant investment".Research 5 explored the influence mechanism of the employee-organization relationship construction on the work engagement and intention to stay from the perspective of organizational commitment and identification.After analyzing the 316 paired data,it was found that the communal employee-organization relationship has a significant incremental effect on the employee's emotional commitment,organizational identification,work engagement,and intention to stay;the organization's ideaistic investment can significantly predict communalemployee-organization relationship.Organizational investment strategy->employees-organization relationship construction->employee's cognitive and affective attachment to the organization->work engagement and intention to stay are partially verified.Ideaistic investment can enhance organizational identification through the establishment of communal relationship,and then employees' intention to stay is promoted;ideological investment can directly increase employees' work engagement through the establishment of a communal relationship;and emotional investment can increase work commitment and intention to stay by enhancing employees' affective commitment.Study 6 explores the moderating effect of employee relationship orientation on the basis of Study 5.By matching organization investment and employee relationshiporientation,we found that communal relationship,exchange relationship,organizational identification,commitment and work engagement are different under different match patterns.Besides this,communal relationship orientation can moderate the influence process of "short-term investment with medium-material" to organizational identification and commitment;which also moderate the influence process of "impoverished investment" to organizational identification and commitment.The results illustrate that the effectiveness of organizational investment is significantly related with employees' communal relationship orientation.The exchange relationship orientation can only moderate the influence of "long-term investment with low-material" to employee's intention to stay. |
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