The Relationship Between Labor-management Partnership Practices And Counterproductive Work Behavior:Theoretical Analysis And Empirical Test

An important step of China's economic transformation is the time from the simple labor relations in the totally state-owned enterprises to the complex labor relations in diverse forms of ownership enterprises.With the development of Reform and Opening up,private economy has become an important part,and conflict and?Between labour and management is serious.Obviously,there was a great disparity between labour and management and employees' rights are damaged seriously.However,with the new labour law executed,the situation has changed and the rights of workers have been protected to a certain extent.Methods of management should also be adapted to the new form of industrial relations.The research of Labor-management conflicts lie in three perspectives:First,the monism labor relations,that there is no fundamental conflict between labor and management,management can comprehensive and effective control and resolve conflict by improving management practices;then,the Pluralism,which considers that labor-management interests are essentially different,irreconcilable,and a third party is regarded as the effective measure to restrict the rights of management;The last one is mixed perspective,which acknowledges that two different perspectives previously are very close-related,the conflict of labor-management exists for certain on the hand and management can control and resolve by improving management measures on one other hand.How to maintain rights equilibrium and strengthen innovation of management system to avoid labor-management conflicts is become a critical research issues.The primary contents of this dissertation are:First,based on the labor-management mixed perspective,we propose that labor-management partnership is effective to control labor-management conflicts,and revise Guest&Peccei(2001)labor-management partnership scale;Second,a theoretical model of labor-management partnership,job embeddedness,counterproductive work behavior(CWB)and self-construal is established,and research hypotheses are proposed;Third,we designs the initial scale of the variables and uses pre-test to revise the scale;fourth,according to the principle of convenience sample,we survey employees from Shandong and Nanjing and the data obtained are computed and analyzed via Lisre18.7 and Spss19.0.Finally,the study discusses the theoretical implications and practical application,research limitations,and future research directions.According to emprical results,this study draw some important conclusions as follows:First,through interviews,pre-testing,large sample validation,inductive&deductive research approach and empirical research,the confirmatory factor analysis results suggest high reliability,internal consistency,and construct validity of the instruments is achieved.The results of CFA show that the labor-management partnership practices consisting of job participation,two-way communication,employment security,labor rights,and career development.This study enriches the application of the labor-management partnership practices in the economic transition like China,and provides the foundation of indigenous studies in labor-management partnership.Secondly,in addition to having the hypothesized effects through job embeddedness,this study finds that the labor-management partnership practices and job embeddedness have a direct negative influence on CWB(organizational and personal).Although self-construal does not moderate the relationship between labor-management partnership and job embeddedness,it positively moderates the relationship between job embeddedness and CWB.In summary,our findings suggest that organizations may be able to reduce CWB by developing labor-management partnership policies and practices and taking their possible emotional effects on employees into consideration.The relationship between labor-management partnership practices and CWB is only partially mediated by job embeddedness.The implication of this study indicates that employees' certain personality tendencies may moderate relationships between job embeddedness and CWB.We conclude by discussing implications of our model and proposing directions for future research.