The Relationship Of Labor-Management Partnership Practices,Perception Of The Harmonious Labor Relations,Counterproductive Work Behavior

The situation of Chinese employment relationship is in a period of development for now.Global economic integration brought a big transformation from single labor relationship model which is based on collective ownership to a complex labor relationship with a variety of economic sectors,and other different forms of ownership.Entering the "new normal" means that China's economic development and environmental conditions have been or will have great changes.With the differentiation of different sectors of society,class,organization,groups,the highly integrated traditional social structure facing a great shock and impact.Along with China's industrial upgrading and restructuring,China has gradually entered the labor relations conflict-prone period.Employee workplace behavior is an important issue in today's organization and management research,which has aan important significance for the common development of enterprises and employees.More and more studies have found that a good employee behavior in the workplace,such as organizational citizenship behavior has an important role for the enterprise performance;and the negative behavior of employees in the workplace,such as counter-productive behavior,deviant,employee misconduct employees and other deviant behavior and have a negative impact performance on the development of enterprises.Current research on employee workplace counterproductive behavior has been limited to the various antecedents on the dispersion of counterproductive behavior.How can enterprises to reduce staff has shown anti-production behavior,business and management scholars must focus on specific business practice to determine the effectiveness of the partnership business practice of labor or human resource management practices.Therefore,this paper focused on the following issues:the applicability of Partnerships in Practice Scale from the western countires,how to reducethe negative behavior of employees,what role can organizataional culture play in enhancing the enterprise level industrial relations harmony.The primary contents of this dissertation are:First,revised the labor-management partnership scale;Second,a theoretical model of labor-management partnership,perception of harmonious labor relations,counterproductive work behavior and organizational culture is established,and research hypotheses are proposed;Third,we designs the scale and survey employees from Shandong,Jiangsu,Tianjin,Anhui and Guangdong and the data obtained are computed and analyzed via HHLM6.06 and Spss19.0.Finally,the study discusses the theoretical implications and practical application,research limitations,and future research directions.According to emprical results,this study draw some important conclusions as follows:First,the results of CFA show that the labor-management partnership practices consisting of job participation,two-way communication,employment security and labor rights.This study enriches the application of the labor-management partnership practices in the economic transition like China,and provides the foundation of indigenous studies in labor-management partnership.Secondly,in addition to having the hypothesized effects through perception of harmonious labor relations,this study finds that the labor-management partnership practices and perception of harmonious labor relations have a direct negative influence on CWB(organizational and personal).And organizational culture moderated the mediation effect of perception of Harmonious Labor Relations between the labor-management partnership and counterproductive workplace behavior.In summary,our findings suggest that organizations may be able to reduce CWB by developing labor-management partnership policies and practices and taking their possible emotional effects on employees into consideration.The relationship between labor-management partnership practices and CWB is only partially mediated by perception of harmonious labor relations.The implication of this study indicates that employees' certain personality tendencies may moderate relationships between perception of harmonious labor relations and CWB.We conclude by discussing implications of our model and proposing directions for future research.