An Empirical Study On The Influence Of Management-union Relations On Employee Organizational Citizenship Behavior

With the increasing complexity and turbulence of the external competitive environment,employee organizational citizenship behavior is of great significance for the flexible and effective operation and stable and healthy development of enterprises.Therefore,how to promote the organizational citizenship behavior of employees has always been an important issue that the academic and practical circles pay close attention to.Although some scholars have discussed the relationship between enterprise human resource management practices and employee OCB,and found that enterprise human resource management practices can promote employee OCB to a certain extent,the actual situation is that enterprise human resource management practices are both the rule maker and the judge.As a result,there is a gap in the process of human resource practices to provide employees with a sense of trust and security,and they fail to fully stimulate employees’ organizational citizenship behavior.As the representative of employees’ rights and interests,labor unions can solve the problem of employees’ unwillingness to implement organizational citizenship behavior by establishing a good relationship with enterprises.In order to further promote the OCB of employees,this paper introduces the factors of management-union relations.Based on the theory of social information processing,this paper examines the mediating role of organizational justice and psychological safety in the process of management-union relations affecting organizational citizenship behavior,and further hypotheizes that organizational justice and psychological safety play a chain mediating role in the process of management-union relations and organizational citizenship behavior.Papers from jiangsu,anhui,zhejiang,guangdong,fujian and other areas as well as catering,information technology,in different sectors such as manufacturing,energy,electric power,372 enterprises with trade union staff survey data as sample,test the theoretical model proposed by the authors conclude that(1)the management-union relations can significantly promote the employees’ organizational citizenship behavior;(2)Organizational justice and psychological safety play an important mediating role in the relationship between the management-union relations and the OCB,respectively.Specifically,the management-union relations can reduce the unreasonable phenomenon in the organization,improve employees’ sense of fairness in the workplace,enhance their sense of organizational justice,solve their concern about the risk of implementing organizational citizenship behavior,and then promote employees to "dare" to implement organizational citizenship behavior.By creating a good working environment,the management-union relations can improve the psychological safety of employees,solve their worries about the insecurity of implementing organizational citizenship behavior,and then promote their "willingness" to implement organizational citizenship behavior.(3)Organizational justice and psychological safety play a chain mediating role in the relationship between management-union relations and organizational citizenship behavior.That is to say,management-union relations can improve employees’ psychological safety by affecting their perceived organizational justice,and further promote employees’ organizational citizenship behavior.Based on the theory of social information processing,this thesis explores the role of the management-union relations in promoting employees’ organizational citizenship behavior,and indepth study of the intermediary mechanism in it,and tests the effectiveness of the theory of social information processing in explaining employees’ work psychology and behavior It also enriches the research perspectives of organizational justice,psychological safety and organizational citizenship behavior.In addition,the thesis also provides a new way to promote employee organizational citizenship behavior in the field of labor-management relations,confirms the important role of management-union relations in promoting the development of employees and enterprises,and further strengthens the cooperation between enterprises and trade unions,and better constructs harmonious labor relations provide practical guidance.