The Effect Of Union Practice On Union Commitment And Organization Commitment

As the cutting-edge issues in industrial relations research field, industrial relations climate is an important element of enterprise management. With the establishment and the gradually improving of China's socialist market economic system, many new conflicts between the employers and workers have appeared, more and more governments, businesses and even non-profit organizations begin to research on industrial relations. The union as a product of the conflicts between the employers and workers plays a very important role in maintaining harmonious labor relations. However, various aspects of constraints, history, etc, human resource management in our country is not mature. Industrial relations climate reflects the interactions of the employers and workers in organizations, influences employees'attitude and behavior, and it impacts on organizational performance indirectly. Therefore, human resource management is playing an increasingly important role in enterprise operation and management, in order to overcome the current human resources management problems in China, improve a harmonious relation between the employers and workers, and improve the organizational performance.The commitment is a personal contract commitment to the organization, and union commitment is a sense of responsibility and loyalty to the union from its members, reflecting the members'trust to the trade union. Organization commitment refers to the sense of belonging of individuals to a particular organization. The higher the loyalty to the organization from its employees is, the stronger the desire to serve the organization, and more profits the organization will get from them. The union as staff representative has a role in the socio-economic relationships and socio-economic contradiction. Through the continuous concern of western scholars, the theories of industrial relations, trade union practices, organization and union commitment have been comparatively mature developed. In China, due to the long-term effects of the planned economic system, the long-term study on the union only remains in the system. Union and organization commitment as research variables of the organizational psychology are no cause of great importance to scholars in China.This study was based on the foreign literature review and comments about industrial relation climate, union practice, union commitment and organization commitment, combined with characteristics of China's unions. The study targeted some enterprises of an industrial park in Shanghai as the survey, identified the research ideas, made the assumptions for the research and then discussed the empirical study on the impact of union practice to union commitment and organizational commitment union in the industrial relation climate for the theory frame by using the questionnaires on the members in those enterprises. We find some dimensions of the union practice do have a significant impact on union commitment and organization commitment and the mediating effect of industrial relations climate does partly exist.