Influence Of Employee Participation On Work Engagement Of Labor Dispatch Employees

The labor dispatch is favored by employers for its lower cost and flexibilityduring the economic transition period in China. Thus, the phenomenon that regularworkers and dispatched workers coexist in many companies appears. Because of thedifference between these two forms, labor dispatch workers fail to have the samerights as the regular workers in many aspects. For example, they can’t enjoy equal payfor equal work, fail to have the chance of rotation, training and promotion, being notallowed to participate in the daily meeting and decision-making and have noguarantee for rights to join trade unions and workers’ congress. These unfairtreatments have led to a lot of labor-management conflicts such as Sanitation WorkersStrike in Guangzhou and Delphi’s Labor Dispatch Workers Strike in Beijing. Theseunfair treatments essentially mean that labor dispatch employees fail to participate inthe employment services units. However, no scholars have studied on this topic.Therefore, it is worthwhile to explore labor dispatch employees’ employeeparticipation.Although there have been a lot of researches on employee participation, workengagement and organizational justice, very few researches put these three variablesin the same system to explain how labor dispatch employees’ participation affect theirwork engagement through the organizational justice. Based on the theoretical study,this paper presents a model which regards the employee participation as theantecedent, work engagement as outcome variable, organizational justice as amediator and job motives as a moderator to explore the influence mechanism ofemployee participation on their work engagement.This paper conducted a survey for365labor dispatch employees on theirparticipation, work engagement, organizational justice and job motives by theconvenient sampling method. We used SPSS16.0and LISREL8.70to do correlationanalysis, ANOVA, confirmatory factor analysis and linear regression analysis, and theresults are as follows: Firstly, the participation degree of labor dispatch workers wassignificantly lower than that of regular workers. Secondly, there is a significantlypositive effect of employee participation on job engagement for labor dispatchworkers. Thirdly, the organizational justice plays a partial mediation role betweenemployee participation and work engagement for labor dispatch workers. Forth, labor dispatch employees’ job motives have no significantly moderating effect on therelationship between employee participation and work engagement. Fifth, somebackground variables have an effect on labor dispatch workers’ participation, workengagement and organizational justice.Based on the conclusions, we proposed some appropriate administrativesuggestions: Firstly, enterprises should treat labor dispatch workers and regularworkers equally; Secondly, it is necessary to emphasize on labor dispatch workers’employee participation and incorporate them into the organizational informationsharing, knowledge sharing, power sharing and reward sharing.