The Impact Of Labor Relations Atmosphere On Job Embedding

In recent years,with the increase of labor conflicts and thecontradiction between labor and capital,the subject of labor relations and their interests have begun to receive widespread attention from academia and other community.in.Existing research proves that labor relations atmosphere,as an important evaluation index for measuring the status of labor relations,will have an important impact on individuals and organizations in the enterprise.Research on the impact of the labor relations atmosphere is conducive to improving the labor situation of enterprises,reducing conflicts between labor and management,and promoting the long-term sustainable development of enterprises.The problem of employee turnover has always been an intractable problem in the enterprise,and has been generally concerned by academia.With the in-depth study of employee turnover issues,scholars have found that the impact of job embedding on turnover is greater than subjective attitude variables such as organizational commitment and job satisfaction.Work embedding is an emerging concept emerging in academia in recent years.Existing research has found that job embedding is more effective in predicting and affecting employee turnover behavior than traditional variables.However,there are few studies on job embedding in China.It is of great significance to study which antecedent variables will affect the formation and development of job embedding.As a series of individual employees 'perceptions or beliefs about the responsibilities and obligations of both parties in the workplace,the psychological contract will have a significant impact on employees' attitudes and behaviors.Many studies believe that psychological contracts can play an important role with internal mechanisms.Based on the collation and summary of the previous literature,this paper believes that the labor relationship atmosphere will have a significant impact on job embedding,and the psychological contract has played an intermediary role in the process of influence,and the relevant models have been constructed?Based on the scales compiled by the predecessors,this paper preliminarily designed the questionnaire required for the research after comprehensively considering the needs of various dimensions,and modified the scale through the pre-investigation to obtain the formal questionnaire.In this study,a total of 278 questionnaires were retrieved through online questionnaires.The reliability and validity analysis,confirmatory factor analysis,difference analysis,correlation analysis and regression analysis of the research data using SPSS and Amos software led to the following conclusions:(1)Labor relationship atmosphere and work embedding: The research results show that the three dimensions of labor relationship atmosphere,a win-win atmosphere for labor and management,an atmosphere of labor-management opposition,and an employee's suggestion atmosphere,will all result in two dimensions of work embedding,which are embedding in and out of work.Influences Among them,the win-win atmosphere of labor and management and the atmosphere of employee suggestions will have a positive impact on embedding and embedding in the work,while the atmosphere of labor and management will have a negative impact on embedding and embedding in the work.The study believes that improving the labor relations atmosphere is conducive to increasing the embedding of employees.(2)Labor relationship atmosphere and psychological contract: The research results show that the labor relationship capital win-win atmosphere and employee suggestion atmosphere both have a positive impact on the psychological contract,while the labor-management atmosphere has a negative impact on the psychological contract.Explain that in a win-win situation between employees and employees,and employees' suggestions,employees are more likely to perceive that the psychological contract has been fulfilled;in the atmosphere of labor and management,employees do not perceive the fulfillment of the psychological contract,or think that the degree of performance is less.(3)Psychological contract and work embedding: There is a positive correlation between psychological contract and embedding in and out of work.(4)The intermediary role of psychological contract: The results of hierarchical regression show that the psychological contract has played an intermediary role inthe win-win atmosphere of labor and management,the atmosphere of opposition between labor and management,and the atmosphere of employee advice on embedding in and out of work.This reflects that the psychological contract has also played a role in the working mechanism of labor relations atmosphere embedded in work.Finally,according to the conclusions drawn from the research,this article starts from the three aspects of labor relations atmosphere,psychological contract and work embedding,and makes recommendations for enterprise managers and the prospects for future research.