The Research On The Types And Influence Of Enterprises' Employer Strategy

With the domestic economic reform, labor relations under the socialist market economy forms and grows, gradually showing a new trend of collectivization transformation in labor relations. Government and labor groups' s attitudes and behavioral strategies are changing. However, employers often are lost on how to build a harmonious employment relationship, how to improve employee performance and organizational commitment, and reduce turnover rate. So finding out employer strategy framework which is suitable for China's current situation, and exploring the relationship bewteen strategies and employee performance, organizational commitment, turnover intention is a very important research task.Employer strategy contains collectivism and individualism two dimensions, collectivism represents the degree of employers to support the development of unions, and individualism indicates the degree of employers to support individual employees. The two-dimensional approach of employers corresponds to several kinds of employer strategy types. Firstly, this paper confirmed that there are six types of employer strategy in domestic enterprises. Then we explore the relationship between employer strategy and employee performance, organizational commitment, turnover intention.The main results are:1.When employees perceive sophisticated human resources relation, task performance is the highest;when employees perceive traditional or bargained constitutional, task performance is low.2.When employees perceive sophisticated human resources relations or sophisticated consultants, relational performance is high; when employees perceive traditional, the relation performance is low.3.When the employee perceived sophisticated consultants, emotional commitment at the highest;when employees perceive traditional, emotional commitment is the lowest.4.When employees perceive bargained constitutional, sophisticated consultants, or sophisticated human resources relation, continuance commitment is high; when employees perceive Paternalist, continuance commitment is the lowest.5.When employees perceive traditional, turnover intention is the highest; when employees perceive sophisticated consultants and sophisticated human resources relation, turnover intention is low.