The Impact Of Union Practice On Change-oriented Organizational Behavior

Change-oriented organizational citizenship behavior(COCB)is defined as constructive efforts by individuals to identify and implement changes with respect to work methods,policies,and procedures to improve the situation and performance.As the certainty and complexity of the economic environment intensifies,the change-oriented organizational citizenship behavior(COCB)has become increasingly important for the improvement of organizational performance and become a fast –growing research topic on management.Therefore,the relevant issues of how to increase employee’s change-oriented organizational citizenship behavior have been carefully studied by scholars and practitioners in recent years.To promote this kind of change behavior,we introduce the union practice factors,which is defined as a set of practices that are comprised of protecting employees’ rights,organizing union activities,encouraging employees to participate in corporate decisions,and offering training services to employees.Based on the theory of planned behavior,we explore the effect of union practice on COCB by examining the mediating effect of perceived insider status and affective commitment,and further hypothesize perceived insider status and affective commitment play a chain mediation effect between union practice and change-oriented OCB.The research use structural equation model based on longitudinal data in China from October,2017 to January,2018.The samples come from Jiangsu,Zhejiang,Sichuan,Guangxi,Shandong,and Anhui and so on,including manufacturing,energy,finance,catering,transportation,power,information technology and other industries.The results revealed three major findings based on the survey data.First,union practice is positively related to COCB.Besides,perceived insider status and affective commitment mediates the relationship between union practice and COCB.Specifically,union practice can increase COCB by increasing perceived insider status,which is the controlling conditions,by which employees determine to whether implement COCB or not,while affective commitment means employee want to implement COCB.Last,perceived insider status and affective commitment play a chain mediating effect between union practice and COCB.This is to say,union practice promotes the affective commitment through the promotion of perceived insider status,and then influences their COCB.This study has theoretical and practical implications.This is the first theoretical research to examine the relationship between union practice and change-oriented organizational citizenship behavior through industrial relations,and provide additional insights to the knowledge of union and change-oriented organizational citizenship behavior,which promotes the integration of research theories and outcomes in the field of industrial relations,human resource management and organizational behavior.Practically,the paper can shed new light on the effect of union practice,employees’ perceived insider status and affective commitment on change-oriented OCB.In view of this,enterprise should pay attention to the effect on employees’ psychology and behavior from union,and take advantages of union to promote the development of enterprise.As well as,unions can improve their role and position within the company by affecting employees’ work feelings and behaviors.Trade unions can improve their role and position within the company by affecting employees’ work feelings and behaviors,and form a complementary relationship with enterprises to improve the common development of employees,trade unions and enterprises in a harmonious climate.