Research On The Relationship Among Employee Participation, Compensation Justice And The Labor Relations Climate

With the advent of the knowledge economy era, the innovative practice of human resource management has also been developed rapidly.In recent years, more and more emphasis pay more mentions on the "people-oriented" management, have been increasingly advocated oriented employees to participate in management mode. Therefore, for employees to participate in the field research scholars and many businesses close employees to participate in the study started in China’s enterprises are still relatively late, at the same time there are other constraints, such as lack of management experience and enterprise management mechanism is not sound enough. Labor relations issues become a core issue in today’s corporate labor relations are not only able to influence corporate performance, but also affect employee loyalty, resulting in employee turnover problem. Therefore, managers in order to ease labor conflicts, and create an climate of good labor relations, began to try to encourage employees to participate in the management-oriented mode. The authors found that by reading the relevant literature and research on the participation of employees. Employees to participate can really alleviate to some extent the labor dispute, but the employees involved in labor relations climate still do not get what the empirical research. So, in this case, the paper constructs a model of the employees involved in the impact of labor relations climate, and the sense of the introduction of pay equity as an adjustment variable in order to investigate the employees involved in the corporate labor.In this paper, the empirical analysis of the research method selected employees as the study sample research staff to participate in the sense of pay equity and labor relations climate among its mechanism of action. This study include the following four parts:The first part:The research describes the background of this study, presented the theoretical and practical significance of the study, and clarify the possible innovation, and this paper research framework.The second part:about employee involvement, a sense of pay equity, labor relations climate as well as the relations between the relevant literature review, mainly laid a theoretical basis for the empirical part of the research model and hypotheses. The third part:the main building of the empirical research model proposed hypothesis, select a more mature scale at home and abroad, followed by questionnaires and recovery of nine inland cities, some enterprises Finally SPSS17.0statistical software The statistical analysis of the questionnaire data, including descriptive statistics analysis, differential analysis, reliability and validity analysis, correlation analysis, regression analysis, which verifies This article was originally hypotheses is established.The fouth part:The main conclusions of this study, management practice recommendations and outlook for the future research direction. Through empirical analysis, this paper mainly draw the following three conclusions:First.demographic variables and corporate background variables on employees to participate in each dimension, the impact of the various dimensions of labor relations climate and pay equity fluSecond,each the dimension of the employees involved in each dimension and labor relations climate partially relevant. Sharing of information, it is recommended that the adoption and organizations authorized by both the climate there is a correlation of positive labor relations; while only recommend the adoption of a correlation of negative labor relations climate.Third,from the part of the regulatory role of the Remuneration sense of fairness in the relationship between employee participation and labor relations climate. The pay equity flu presents a significant regulatory role in the proposed adoption and organizational mandates and positive labor relations climate, at the same time pay a sense of fairness does not have a regulatory role in employees to participate in various dimensions and negative labor relations climate.In this study, although the staff involved in the study of the relationship between the sense of pay equity and labor relations climate three made a certain amount of research, research resources and personal factors constraints do exist but in the course of the study. This article in the research there are still little inadequacies need to be follow-up on this issue for more in-depth study.