An Empirical Study On The Influence Of Industrial Relations Climate On Organizational Citizenship Behavior

Industrial relations, taking shape in the labor process, is one of the most important and extensive social relations. Industrial relations climate, namely employees’cognitive perceptions of the situations of company industrial relations, is an important standard to measure industrial relation quality. According to the previous researches, industrial relations climate influences on the organizational performance as well as employees’behaviors like absenteeism, turnover, productivity and complaints. While researches on industrial relations climate or on the relations between it and organizational citizenship behaviors which refers to employees’ spontaneous positive acts in organizational situation, is rare to be found, especially in domestic academic community.Firstly, we made a summary and conclusion about the related theories and the previous research findings about industrial relations climate and organizational citizenship behaviors to lay a foundation for the research on their relations. Secondly, we made an analysis of the mechanism of how industrial relation climate impacts on organizational citizenship behaviors, on the basis of which we constructed the research model and hypothesis. Finally, a questionnaire was composed and revised after a pre-test.By means of questionnaire surveys and statistical analysis, an empirical research was conducted to research the impact of industrial relation climate on organizational citizenship behaviors and its scales and related hypothesis are respectively tested and verified by means of statistical analysis such as reliability and validity analysis, variance analysis, correlation analysis and regression analysis. According to the statistical analysis, demographic variable has an impact on industrial relations climate, work engagemen and organizational citizenship behaviors; labor-management mutual regard climate has a positive effect on organizational citizenship behaviors; labor-management hostility climate has a negative impact on company identity, impersonal harmony and company resources-protecting; employee participation climate positively influences on company identity. Work engagement acts as a part mediator between the labor-management mutual regard climate and company identity, altruistic behaviors as well as a entire mediator between labor-management mutual regard climate and personal initiativ-es, impersonal harmony and company resources-protecting;Work engagement acts a part mediator between labor-management hostility climate and interpersonal concordance as well as a entire mediator between labor-management hostility climate, company identification and company resources-protecting. Work engagement also completely mediates employee participation climate and company resources-protecting.In the end, based on the related conclusions above, we try to make some suggestions for company managers to promote employees’organizational citizenship behaviors from the perspective of improving industrial relation climate and employees’work engagement.