The Influence Of The Young Generation Employees' Perception Of Labor Relations Climate Impacts On Dual Commitment

With the continuous improvement of Economic privatization and market liberalization,the contradiction of labor relations is endless and has had a negative impact on the harmonious development of social economy.As the backbone of our working class,the young generation employees have become the main group to promote social and economic development.However,the young generation employees' mobility is very large,and often appear job hopping,turnover and other phenomenons.When the young generation employees face the contradiction of labor relations and other events,they don't have much hope for the functions of the union,and they will solve the problem through legal means,or organize and participate in collective strikes.In the face of the emergence of labor relations in Chinese enterprises,the essential functions of the union have been questioned,and whether employees can support and trust the union is a problem.Therefore,it's an important and meaningful research topic to understand the dual commitment status of the young generation of employees in the enterprise,and we hope to provide more valuable thinking and suggestions for the effective improvement of employees' organizational commitment and union commitment in management practice.Based on the theory of social exchange,the whole of the working environment and social information processing,this study validates the influence of the perception of the young generation of employees' labor relations climate on their dual commitment,and the mediating effect of psychological contract violation between the perception of labor relations climate and dual commitment,and finally explores the moderating effect of union membership between the perception of labor relations climate and psychological contract violation.In this study,709 young generation employees' samples of 45 private enterprises were surveyed by questionnaire,and data analysis and model test were carried out by AMOS20.0 and SPSS19.0 software.The results show that: Firstly,the perception of labor relations climate has a significant negative correlation with psychological contract violation,and has a significant positive correlation with organizational commitment and union commitment.Secondly,psychological contract violation plays a mediating role between the perception of labor relations climate and dual commitment.Thirdly,union membership plays a positive moderating role between perception of labor relations climate and psychological contract violations,and has an impact on the first half path of the perception of labor relations climate to dual commitment through the mederating of psychological contract violation.Based on the above conclusions,this study puts forward four aspects of management recommendations: Firstly,the enterprise should handle the issue of labor relations properly and create a harmonious atmosphere.Secondly,the enterprise should strengthen the management of the young generation employees' psychological contract,and reduce the degree of their psychological contract violation.Thirdly,the enterprise should establish multi-party safeguard measures to improve employees' organizational commitment.Finally,the enterprise should play the rights of the union,and improve employees' union commitment.In addition,to improve the organizational commitment and union commitment of employees in the enterprise,the study considers that we need to pay attention to the union membership of employees.The enterprise should encourage employees to join the union,and support the union to do their jobs to help employees cope with opportunities and challenges brought by labor relations problems correctly.