A Study On The Influence Of Labor Relations On Employee Turnover

As a kind of social-psychological factors, labor relations climate is the combination of labor relations and organizational climate, which is often regarded as an important criterion for evaluating the quality of labor relations in enterprises.The labor relations in enterprises are becoming more and more complex and diverse with the transformation of labor relations in China, the contradictions and conflicts of both parties of labor and capital are constantly highlighted. In consequence, an increasing number of experts and researchers began to pay more attention to labor relations climate and focus on its related issues. The study of labor relations climate started earlier in the Western countries, some scholars has already made a in-depth exploration of it and the influence of relevant variables.Whereas, the study in the field of labor relations climate in our country is still in its initial development stage and relatively small. Currently, the existing studies of labor relations climate are mainly concerntrated on the analysis of its impact on the organizational performance and employee attitudes and behaviors. The most important and essential condition to maintain the long-term stable and sustainable development for enterprises is to retain the core employees. A lot of employee turnover will be not only the obstacle for enterprises normal business running, and there is no guarantee that the human resources could achieve the the future development in enterprises, but also make it unable to realize the sustainable development. As effective predictors of employee turnover behavior, turnover intention has became the key content for experts and scholars.Nevertheless, it is barely taken as the outcome variable of labor relations climate in domestic study.An empirical research was conducted in this paper to further explore the effects of labor relations climate on employee turnover intention and analyze the mechanism of action between them by taking organizational commitment as the intermediary variable. First, it constructed the conceptual model of this study based on the theories of labor relations climate by collecting the existing literature and put forward the main hypothesis of this study. Second, in reference to the research achievements of domestic and foreign scholars, the labor relations climate Scale was amended through the quantitative analysis the pretest of questionnaire and adjusted to a formal measurement scale in China. Finally, the valid sample data were analyzed through some statistics methods like variance analysis, correlation analysis and regression analysis to test the research hypotheses and draw relevant conclusions. The main results include:(1) Revised the measurement scale of labor relations climate through cross-cultural examination according to the local situation in China.(2) The dimensions of labor relations climate have a significant influence on employee turnover intention.(3) A strongly intermediary role played by organizational commitment in fluencing the labor relations climate and employee turnover intention is existed. Therefore, based on the empirical results, we try to put forward some practical suggestions on improving corporate labor relations climate and reducing the employee turnover so as to effectively enhance the quality of labor relations and avoid the labor disputes between the enterprise and staff to bulid a harmonious labor relations climate in enterprises.