A Empirical Study About Quality Of Labor Relations Based On The Theory Of Relationship Quality

Labor relations is the general term of the relationship between employees and enterprises arising from the employment behavior. Labor relations impact and restrict the whole progress and development of enterprises and society. Therefore, the academic community has maintained enthusiasm of research in the field of labor relations,throuth the study from the angles of the sociology, management, law, psychology and many other subjects to satisfy the needs of practical work, maintaining the provision of atheoretical basis and support for changing labor relationship.This paper introduce the classic concept "relationship quality" of marketing to labor relations research, propose a new concept "quality of labor relations".Relationship quality was originally used for businesses and consumers that the two sides of the transaction, then gradually for business and enterprise customers (ie employees). The labor relations is precisely related to both business and employee relations, therefore, this article will cut the new meaning of relationship quality into the research of labor relations, formate a new concept "quality of labor relations" in the research area of laber relations, construct theoretical framework of the quality of labor relations by the mature theoretical of relationship quality.First, this paper give a clear definition of the quality of labor relations according to the theoretical contents of relationship quality, that:the quality of labor relations refers to the degree of common cognitive appraisal of respective needs meeting of the main body according to certain criteria. The main body involved here refers to employers and employees. Their common cognitive appraisal of labor relations reflect that the quality of labor relations is good or bad, and decide their own behavior.Second, refer to the "two-factor theory" classification principle, the quality of labor relations are divided into "transactional relationship quality" and "developmental relationship quality".Two-factor theory is one typical representative of the behavioral science. Behavioral science is gradually derived from the study of the relationship between businesses and employees in the very beginning, namely, two-factor theory also comes from the evolution of labor relations.Its theoretical meaning applies to labor relations research, then the paper which divide the quality of labor relations based on two-factor theory has scientific and practical significance.In two dimensions of the quality of labor relations, the transactional relationship quality is equivalent to health factors in two-factor theory, which refers to the factor that is essential but can not bring great motivation,and often refers to those associated with the various factors related to the work environment. The developmental relationship quality is equivalent to motivation factors in two-factor theory,which refers to the factor that can be lacked but only them can bring a higher levela of motivation,and often refers to those closely related to work themselves.Finally, the two dimensions of the quality of labor relations are refined into a number of related factors.Transactional relationship quality includes 14 related factors,those are physical working conditions, job security, work intensity, work variety, work rest breaks, job stability, salary levels, benefits and allowances, insurance, employee relations, leadership concern and respect for subordinates, performance evaluation rationality, management system, democratic and rational nature management system. Developmental relationship quality includes 12 related factors,those are the satisfaction of personal interests,challenging work, personal ability to raise,promotion,performance affirmed,the opportunity to work independently, work a sense of achievement, training, job responsibility, concern for enterprise development, career satisfaction and organizational trust in.From the literature can be seen,in recent years, the study of building a "harmonious stability" labor relations is unprecedented prosperity.This paper studies the quality of labor relations, intended to analyze the situation and the risk factors for recommendations accordingly to improve the quality of labor relations.The study follows the original intention of building a harmonious labor relations, and is the same strain with the study of harmony and stability labor relations.Therefore, based on the theoretical framework of labor relations, we start the empirical research on the two dimensions and related factors of quality of labor relations, find the real problems of quality of labor relations, and thus propose measures.However,different industries may have significant differences in various factors of the quality of labor relations,and empirical research has little importance, so this study does not address the level of society as a whole, while the selection of the financial industry practitioners investigation.The financial sector in the whole industrial structure of the community has an important and indispensable position, holds the economic lifeline which can influence and restrict the development of other industries, with a high degree of social concern. The study of the financial sector has great practical significance.The questionnaire this paper for empirical study that based on the existing data at home and abroad, and in combination with the actual needs of this study is self-developed and divided into two parts basic information and main content. Main part includes all relevant factors of transactional relationship quality and developmental relationship quality, a total of 26.Items refers to the following three kinds of sources:(1) refer to the scale in English literature about the atmosphere of labor relations; (2) refer to the questionnaire in the empirical studies of job satisfaction, which is designed based on Smith's "job description Indicators Questionnaire" (referred to as "JDI").(3) the reference to three dimensions satisfaction, trust and commitment of relationship quality on the basis of the research by Crosby, Morgan and Hunt, as well as Selnes. At the same time, we do some change adjust to the present study needs.After pre-testing, we remove five questions not meeting the requirements through project analysis and correlation analysis between project and the total score, then the formation of this study, a formal "questionnaire of the quality of labor relations in financial sector," whose main content part is the total 21. We release 189 copies to the practitioners in banking, securities, insurance and other financial institutions mainly in Sichuam Province and Chongqing.After recovered, go ahead project analysis, exploratory factor analysis, reliability analysis, descriptive statistics analysis and analysis of demographic variables using SPSS 13.0 data-processing software.The results showed that:(1)this empirical study confirms it is appropriate that the quality of labor relations are divided into transactional relationship quality developmental relationship quality two dimensions; (2) the whole quality of labor relations in the middleupper level in the financial sector, the two dimensions of "transactional relationship quality" and "developmental relationship quality" are at the middleupper level, and the developmental relationship quality is better than the transactional relationship quality; (3) in the "transactional relationship quality", the rationality of two factors of the performance appraisal system and management system is in poor shape; in "developmantal relationship quality", five factors of the satisfaction of personal interests, promotion, performance affirmed, training and career satisfaction is relatively poor; (4)there was significant difference with different "working time" in work intensity and work rest breaks of "transactional relationship quality"; (5)there was significant difference with different "corporate nature" in material conditions, work intensity, work break arrangements, salary levels, relations with colleagues of "transactional relationship quality";there was significant difference with different "corporate nature" in the overall developmental relationship quality, challenging work, work performance recognition and training;(6)there was significant difference with different "nature of the industry" in the relationship between colleagues of "transactional relationship quality" and training, a sense of work responsibility of "developmental relationship quality".Through the analysis of the quality of labor relations in the financial industry, this study made the following recommendations how to improve the quality of labor relations and the situation for the financial industry:First, recommendations about the transactional relationship quality:(1) to build a scientific and rational performance appraisal system; (2) to enhance awareness of scientific management, carried out human system.Second, recommendations about the developmental relationship quality:(1) the establishment of a scientific training system and mechanism; (2) reform of the promotion system, establishment of an effective employment mechanism; (3) timely and effective certainty for work performance; (4)to train work enthusiasm, to enhance interest in the work; (5) to strengthen all aspects of building and strengthening a sense of job satisfaction.Third, building targeted the different groups of people:(1) appropriate-adjustments labor intensity and work breaks o a shorter length of staff; (2) foreign financial institutions provide an ideal reference for the state-owned financial enterprises and state-owned joint-stock financial companies to improve the quality of labor relations; (3) to study the good training mechanism, interpersonal atmosphere and insurance practitioners' good sense of responsibility from the insurance industry.The innovation of this paper is:First, the present study, using the new content of relationship quality (that is, between internal staff and business), introduce the relationship quality to employers and employees, with the theoretical framework of relationship quality to structure the quality of labor relations analysis framework.Second, although a small number of similar studies about the quality of labor relations has emerged, but the concept of quality of labor relations is not given a clear definition, measured dimensions are divergent views, and there is no uniform or the mainstream point of view.According to the mature theoretical research results of relationship quality, this study give a clear definition of the quality of labor relations.Third, focusing on the division of the dimensions of quality of labor relations.With a similar principle to two-factor theory, the quality of labor relations is divided into the transactional relationship quality and developmental relationship quality, and two dimensions are refined into a number of factors related to the quality of labor relations.