Research On The Effect Of Employment Relationship Mode On Employees’ Attitudes

Employment relationship theory can effectively explain the organization-employee relationship. Due to the work of Tsui and others, employment relationship can be divided into four kinds, organization-focused approach, overinvestment approach, underinvestment approach and job-focused approach. The inducements include economic inducements and developmental inducements, while the expected contributions consist of professional management behavior and good work ethic. Researches have proved that employment relationship has great effects on the organization performance.Due to the background of complex and dynamic China’s transformation, employment relationship has sharply changed, and it enforces researchers and managers to rethink about the nature and construct of employment relationship. Meanwhile, the function mechanism of employment relationship’s effects on organization performance has not yet been discussed completely. The traditional employment relationship theory can not explain the changes, and hinder the analysis of the function mechanism, especially the intermediation of the organizational support in the relationship between employment relationship and organizational commitment. So it is important to analyze the changes of employment relationship and its effects on organizational performance, especially the function mechanism of organizational support and organizational commitment.On the other hand, employment relationship and its management are affected by organizational development condition, like the life cycle of the enterprises. The life cycle of the enterprises, which reflects its development level and available resources, decides the human resource system. The chosen human resource system decides the quantity and quality of the inducements, and reflects the expected contribution from employees. And then the employment relationship mode is confirmed. So research on the effects of employment relationship on employees’ attitudes and behavior is sharply needer.This research is based on the cognitions that employment relationship is sharply changing and is closely related with organization’s life cycle. Through existing employment relationship theory, especially the exchange theories and inducement-expected contribution theory, the relationship among organization’s life cycle, human resource system and employment relationship is deeply discussed. During different life cycle, organization would choose different human resource system and employment relationship mode. And then the function mechanism of how the employment relationship affects organization performance, with the intermediation of organizational support, is the main topic. At last, the paper proposed some useful advices about how to choose and manage employment relationship during different life cycle. This research is supposed to contribute to theoretical and practical research on employment relationship in following ways:(1)making up for the lack of researches on the relationship between employment relationship and life cycle, and supporting the the selection and management of employment relationship for organizations due to its life cycle;(2)through analyzing the relationship among employment relationship, organizational support and organizational commitment, explaining the function mechanism of employment relationship’s effects on organization performance and then completing employment relationship theory;(3)mitigating the conflicts in employment relationship management in diverse and complex context by providing some useful advices on human resource management and employment relationship management, which would produce harmonious organization-employee relationship.