Empirical Study On I-P/C Model Of Employee Organization Relationship From Dual Perspectives

Employee organization relationship is a kind of social exchange between organizational input to an employee and the employee's contribution to the organization. Employee organization relationship is crucial to the success of a company. In recent twenty years or so changes of employee organization relationship have been observed because of development of new techniques and global economy. On one side, firms have transformed much to adapt to competitive challenges by merger, restructure, adopting new management methods, and so on. Most of the transformations lead to labor deduction at last, which makes employees have no commitment to or trust in their employer. On the other side, emergency of knowledge economy makes human capital more and more important, and companies become more and more dependent on the intellectual employees. So most companies are in the dilemma that it is difficult to keep harmony relationship with employees because of changes and employees become even more important for them to success in competition in a changing era. This dilemma makes employee organization relationship becomes a hot topic for both academicians and entrepreneurs. Many researches on employee organization relationship have been done in recent twenty years, and there are lots of interesting findings. There are also some issues needed to do further research. For instance, present researches were done either from employee's perspective or from employer's perspective. Psychological contract theory from employee's perspective was focused on employee's understanding of mutual responsibilities in the exchange, and did not consider the social exchange itself and organization's perception of the exchange. Researches on employee organization relationship approaches from organization's perspective were focused on actual organizational input to employee and work performance requirement in the organization, and did not consider employee's perception of the exchange. Because there is perception difference between employee and organization, it is necessary to combine researches from different perspectives.This dissertation developed an I-P/C employee organization relationship model from dual perspectives through analysis of the exchange content. The model made it clear that organizations exchange organizational input (I) for employees' work performance (P) and organizational commitment (C). Organizational input may be correlated with employees' work performance and organizational commitment. And the exchange may be moderated by perception difference and leader-member exchange. Further more status of employee organization relationship may have effect on employees' satisfaction and firm performance.According to the employee organization relationship model from dual perspectives, this dissertation conducted survey and case study. Two questionnaires for employees and their supervisors are developed. Supervisors were asked to report organizational input to a specified subordinate, work performance of the subordinate and firm performance. Employees were asked to report their satisfaction, perceived organizational support, and organizational commitment. Perception difference was calculated by organizational input reported by supervisors and perceived organizational support reported by employees.Then hypotheses are tested through rigorous analysis of data reported by 256 dyads of employees and their supervisors. Some findings were consistent with researches from a single perspective, for example, organizational input was positively correlated with employee's work performance and organizational commitment without consideration of perception difference. Some findings were different from the researches from a single perspective, for instance, if there was small perception difference of physical input between supervisors and employees, organizational input was positively correlated with employee's work performance and organizational commitment, if not the correlative degree between organizational input and employee's work performance decreased, and organizational input was negatively correlated with employee's organizational commitment.This dissertation is characterized by the following highlights: a. Got some different findings through research on employee organization relationship from dual perspectives; b. Got relative data from two sources, and avoided error because of same source data; c. Sponsored by National Natural Science Foundation of China, several experts in the same research area had agreed that it would be valuable to study employee organization relationship from dual perspectives in this way..