| Employment relationship is a general concern for academic and business circles both in China and abroad. Under the background of intensification of labor conflict, establish a harmonious employment relation is increasingly urgent, but academic study of the employment relationship does not really solve the entire problem in practice and which need further exploration, the study of content, dimension and impact of the employment relationship is utmost scare and empirical research is limited. In view of this, the paper on basis of previous study mainly studies the impact of the employment relationship and hope to provide theoretical guidance and policy recommendations for enterprises to correctly handle the employment relationship problem. This paper firstly objectively comments the previous research findings, then based on foregoing theories, we propose series of hypotheses. Finally we make a questionnaire survey and on the basis of data analysis, to validate the hypotheses.The research found that employment relationship includes dependency, competitive, authority relationship and the difference of which will result the differences of emotional commitment, organizational citizenship behavior, stability and performance. Specifically, when the interdependence at a high degree, the emotional commitment and job stability of employees is the highest and employees also showed more organizational citizenship behavior; when dependence between enterprises and employees is very low, the performance is the highest. The emotional commitment and stability of employees in low competitive relationship is higher than which in high competitive relationship, but organizational citizenship behavior and performance in two relationships are not much difference. Staff emotional commitment, organizational citizenship behavior, and job stability, performance in low-authority relations are significantly higher than under the high-authority relations. |
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