An Empirical Research On The Influence Of Corporate Employee Social Responsibility On Enterprises' Labor Relations Climate

Being a mechanism of rights, sharing and interaction, employee participation plays an important role in improving employees' satisfaction, easing conflicts and promoting harmonious labor relationship in the context of serious labor conflicts. There are many empirical researches of corporate social responsibility in foreign country, mainly focusing on its correlation with the enterprise's financial performance, but rarely doing empirical research on the contact between corporate social responsibility and the labor relations climate. The performance of the staff from the corporate society responsibility to discuss on the improvement of the labor relations climate is of theoretical significance and practical significance. It needs to be verified, and put forward practical measures.Based on the theoretical studies and relevant literatures, this paper developed a theory model which corporate employee social responsibility as independent variable, labor relations climate as dependent variable, high involvement work system as moderator variable. This based on the issue of corporate social responsibility evaluation of Changsha, the samples were 507 employees from 30 enterprises in Hunan. Using confirmatory factor analysis, correlation analysis, one-way ANOVA, regression analysis, etc, the results showed that:Firstly, enterprises fulfill the basic social responsibility of employees; Secondly, some demographic characteristic variables affect corporate employee social responsibility, labor relations climate and high involvement work system; Thirdly, Corporate employee social responsibility(wage, working hours, health and safety, association and collective bargaining rights, basic human rights) have significantly positive impact on positive labor relations climate. Corporate employee social responsibility(wage, working hours, health and safety, association and collective bargaining rights, basic human rights) have significantly negative impact on negative labor relations climate; Fourthly, High involvement work system does not play a regulatory role between employee Corporate employee social responsibility(wage, working hours, health and safety, association and collective bargaining rights, basic human rights) and positive labor relations climate, also does not negative play a regulatory role with labor relations climate.The present study contributes to our understanding of corporate employee social responsibility and labor relations climate and also enriches relevant research theory. These findings suggest that enterprises should pay attention to employee social responsibility system, and improve the mechanism of enterprise bear the employee social responsibility, and pay attention to the enterprise labor relations climate construction.