The Effect Of Individual And Organizational Factors On Employee Grievances

With the coming of economic globalization, market competition intensifies, labor disputes are also increasingly frequent. How to solve workplace conflict more effectively, reduce the impact on production and operation become the problem concerned by enterprises. Grievance mechanism as an important part of alternative dispute resolution mechanism, so that employees have a channel can carry on the formal complaint to the unfair in the work, make the enterprise management before the escalation timely discover and solve employee grievances before the escalation of the conflict,which is beneficial to building harmonious labor relations. Therefore, enterprise grievance management research is worth exploring.Foreign scholars often study grievance management from the perspective of labor relationship in the past, as the change of political and economic environment, the emergence of the flexible human resources management measures, crossover study to grievance management of human resource management and labor relations is increasing. Compared with the numerous studies abroad started early, the domestic scholars to grievance management research is relatively scarce, mainly based on application of management measures. This paper make questionnaire interview with four companies preliminary, exploratory study was carried out on the grievance management, investigating the present situation of the enterprise grievance management. Select measured variable in this study on the basis of the theoretical literature review and on preliminary survey results.Using convenience sampling method to questionnaire survey to 403 employees. We use SPSS20.0 and AMOS 18.00 to do independent samples T test, single factor analysis and confirmatory factor analysis of variance, correlation analysis and regression analysis, the following results:a high level of employees grievance intention; grievance intention on gender, age, cultural level, income level exist significant difference; Pay equity, leadership behavior, work autonomy and promotion fair these four factors showed a significant correlation between grievance intention; Compensation fairness, caring dimension of leadership behavior, promote fair has a significant negative effect on grievance intention, the structure dimension of leadership behavior has a significant positive effect on grievance intention.On the basis of the research results, this paper puts forward the following management recommendations:Firstly, clear employees complain, targeted formulate corresponding policies; Secondly, attaches great importance to the employees grievance, improve the enterprise complaint management mechanism.