The Relationship Between Perceived Labor Relations Climate,In-Role Performance And Organizational Citizenship Behavior

How to improve the work performance of employees has always been a topic of concern for enterprises,and at present,young employees pay more and more attention to the labor relations climate,so it is of great practical significance for enterprises to study the influence of perceived labor relations climate on the work performance of employees.The boundaryless career gradually dominated new career,such as self career management replaces the traditional organizational career management,how to improve the employment ability become the primary concern of employees,the staff not only embedded in the current organization or the internal labor market,but also embedded in the external market,employees take more and more attention to the alternative opportunities,the perception of alternative opportunities will affect employees' attitudes,behavior and performance.Therefore,it is particularly important to study the role of perceived alternative opportunities in the relationship between perceived labor relations climate and employee work performance.Based on the social information processing theory,social exchange theory and rightsdependence theory,this paper analyzed the influence of perceived labor relations climate on inrole performance and organizational citizenship behavior,and studied the role of perceived organizational support and perceived alternative opportunities in 724 employee questionnaires from 45 enterprises in Guangdong Province.Through the empirical study of SPSS22.0 and Mplus7.0 statistical analysis software,the following conclusions are drawn: first,the perceived labor relations climate has a significant positive impact on the in-role performance and organizational citizenship behavior.Secondly,the perceived organizational support plays a part in mediating between perceived labor relations climate and intra-role performance as well as between perceived labor relations climate and organizational citizenship behavior.Third,perceived alternative opportunities has no significant moderating effect on the relationship between perceived organizational support and in-role performance,but significantly negatively regulates the relationship between perceived organizational support and organizational citizenship behavior,and the mediating effect of perceived labor relations climate and organizational citizenship behavior is significantly negatively regulated by perceived alternative opportunities.Based on the above conclusions,this paper puts forward four management suggestions: first,from the enterprise culture,the relationship between superior and subordinate,the relationship between colleagues to create a harmonious atmosphere of labor relations;Second,to support the work and growth of employees and humanistic care to enhance the strength of organizational support;Third,pay attention to the development of employees' career,and provide opportunities for employees to grow and realize their own value.Fourth,from the operation and development,brand building,compensation and welfare and other aspects to enhance the competitiveness of enterprises.