A Study On The Relationship Among Labor Relations Climate, Job Satisfaction And Work Performance

The market-oriented labor relations has basically formed and gradually become a dominant position since the market-oriented reform of the enterprise employment system developed in recent years. The imbalance of the capital and labor is emerging at the same time. The labor dispute cases increase very quickly after the implementation of the Labor Contract Law in the year of2008. So the labor relations become very intensive.In fact, many studies indicate that the labor relations are harmonious or not do influence not only the improvement of company performance but also the stability and harmony of our society. Though the company which has harmonious labor relations is not likely surviving for a long time, the company which survives for many years do has harmonious labor relations. If company wants to obtain long term development, it must create a positive, harmonious labor relations climate to make the staff improve their work performance. Thus the company performance can be improved. This paper constructs the model of labor relations climate influencing the work performance, and introduces job satisfaction as a mediator, emphasizing labor relations climate has direct effect on work performance while influences the work performance indirectly through job satisfaction.The empirical analysis method has been adopted in this study. We choose the staff of companies in Dalian as the study sample to explore the relationship and mechanism of labor relations climate, job satisfaction and work performance. There are four parts in this paper.Chapter1, Introduction. This part depicts the background information and shows the issue of labor relations climate, job satisfaction and work performance research have a great theoretical and practical significance. At the same time, it explains the research content, framework, methods and possible innovation of this study. Chapter2, Literature Review. This part reviews the related theories of labor relations climate, job satisfaction and work performance and the relationship among them. The empirical hypotheses and model in this paper are based on these literature.Chapter3, Research Design and Statistical Analysis. This part defines the research variables and puts forward research hypotheses and model. Conducting a questionnaire survey and collecting data on the works in Dalian though using the mature abroad questionnaire. And employ statistical software SPSS18.0to make the descriptive statistics analysis, reliability and validity analysis, correlation analysis and regression analysis. To test whether the assumptions put forward in this study is established or not.Chapter4, Conclusions and Recommendations. This part summarizes the main conclusions of this paper and proposes some recommendations for companies.Through the analysis of data, the following conclusions are gained:Firstly, labor relations climate level of the companies in which the surveyed staff are in Dalian is above the average levels, showing that the degree of the positive labor relations climate of these companies is high, which the business managers should learn from them.Secondly, there is significant correlation among the labor relations climate, job satisfaction and work performance. There is a significant positive correlation among positive labor relations climate, job satisfaction and work performance. The negative labor relations climate, job satisfaction and work performance are significantly negatively related. And job satisfaction is positively related with the two dimensions of work performance.Thirdly, the prediction ability of the dimensions of labor relations climate, job satisfaction to the dimensions of work performance is different. The positive labor relations climate has a significant positive prediction function on the dimensions of work performance and the negative labor relations climate has a significant negative impact on dimensions of work performance. The positive prediction ability is higher than the negative prediction ability. In addition, the positive labor relations climate has a positive predictive effect on job satisfaction and the negative labor relations climate has a negative predictive effect on job satisfaction. While the job satisfaction has a positive predictive effect on the two dimensions of work performance.Fourthly, job satisfaction plays a mediate role in the relationship between the labor relations climate and work performance.The innovations of this paper are:it tested labor relations climate has an effect on work performance and influences work performance indirectly through job satisfaction. All of these could provide important reference to improve work performance in the management practice. Meanwhile, this research also enriches the theories of labor relations climate, lays foundation for future study.The defects of this paper are:firstly, this paper studies the relations among labor relations climate, job satisfaction and work performance not involving dual organizational commitment and organizational performance variables. All these need to further study. While, as for the limitation of the author’s energy and ability, there are shortcomings in study sample and research method. Therefore, it should expand the scope of the study sample and use a variety of research methods in future research.