私营企业劳动关系对企业绩效的影响研究
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摘要
劳动关系作为现代社会最重要的经济关系和社会关系,其中蕴含的问题和矛盾已经成为影响我国当前经济与社会和谐稳定发展的最主要因素之一。尤其在私营企业中,劳工的权益已经遭受到相当程度与各种性质的侵犯,劳资冲突和纠纷不断显性化,成为整个社会发展进程中很不和谐的音符。对此,已有的研究着重于从企业外部寻找对策,然而对劳动关系问题的解决表现出有限的作用力。本研究从企业这一劳动关系主体内部出发,将其视为构建和谐劳动关系的关键力量。以“经济人”假说为前提,从帮助企业提高竞争力,为企业绩效增长发掘新动力的角度,论证劳动关系对企业绩效的影响机制,为在企业内部化解劳动关系问题,促进企业重视与改善劳动关系提供动力和依据。
论文采用的具体研究方法主要包括文献研究、案例访谈、问卷调查等,数据统计方法主要是运用SPSS13.0和AMOS7.0软件进行探索性因子分析、验证性因子分析、描述统计、聚类分析、方差分析、相关分析、结构方程模型检验等。论文围绕着开发具有私营企业特征的劳动关系量表与揭示劳动关系影响企业绩效的中间机制等内容展开,取得了以下研究成果：
第一,通过对已有文献中劳动关系测量模型的全面探索,面向3家私营企业的16位中高层管理者与普通员工的深度访谈,基于马斯洛需求层次理论,设定私营企业劳动关系构念的测量模型。经过专家讨论、包括102家私营企业的预测试和406家私营企业的大样本问卷调查,对数据进行结构方程模型分析,检验量表的信度和效度,验证了提出的测量模型。最后得出的私营企业劳动关系测量模型包含待遇福利、公平保障和发展晋升3个潜在变量,其中待遇福利包括收入水平、工资分配方式、加班费发放情况、劳动安全保护、工作环境、福利水平、休息休假时间7个观察变量；公平保障包括劳动合同签订率、劳动合同约定期限、集体劳动合同签订率、社会保险办理、工会组织的健全程度、工会组织的活跃程度与维权程度、劳动争议的处理结果、内部投诉通道8个观察变量；发展晋升包括员工对企业生产管理的知情程度、员工对企业生产管理的参与程度、培训、晋升、奖励5个观察变量。
第二,基于资源基础理论,将和谐的劳动关系视为企业中稀缺的、难以模仿的和不可替代的,能够创造持久的竞争优势的公司资源。从战略性资源的角度探讨私营企业劳动关系对绩效的影响,在一系列研究假设的基础上,通过质化方法和量化方法,验证并支持了和谐的劳动关系对企业绩效具有显著正向影响的观点,认为企业如果给员工提供良好的薪酬待遇和福利水平,完备的社会保险与劳动争议解决程序,充分的发展与晋升空间,则能够增强员工的幸福感和满意度,提高企业的生产率、产品质量和服务质量,使企业赢得更多的客户、利润和销售收入。
第三,将劳动关系与企业绩效之间的关系置于一个资源基础理论、社会交换理论和知识基础理论整合的框架内,探讨劳动关系对企业绩效的影响机制,具体描述劳动关系对企业绩效影响的黑箱环节。通过文献分析与案例访谈,建立中介效应理论模型,运用问卷调查获得的样本数据进行模型适配度检验,验证了员工层面的组织支持感和组织承诺,以及组织层面的组织能力在劳动关系影响企业绩效的过程中的中介作用,从而为劳动关系与企业绩效二者之间的关系研究揭示出一幅更加清晰的图画。
第四,通过潜在变量的路径分析,得出的结论是私营企业劳动关系的3因素中,待遇福利对因变量和中介变量的影响最为显著。该结论表明,相对于公平保障和发展晋升,待遇福利在影响企业绩效提升方面体现了更为重要的意义,这就意味着企业通过改善员工的待遇福利来提升绩效可能会达到事半功倍的效果。该结论还表明,企业如果希望提高组织支持感、组织承诺和组织能力,则特别需要关注员工的待遇福利,注重提高员工的待遇水平,保证员工的分配所得能够合理地反映其工作投入和对组织的贡献。
第五,通过聚类分析、结构方程模型参数估计等方法,考察组织情商的调节作用,发现在组织情商较低的企业中,劳动关系3因素对企业绩效的影响比在组织情商较高的企业中更为显著。该结论一方面说明了在组织情商较低的企业中,营造和谐的劳动关系对绩效提升的重要性,另一方面也说明了提高组织情商对稳定和维持高水平的企业绩效尤为必要。
Labor relations is the most important economic relationships and social relationships in modern society, its problems and contradictions have become one of the most important factors affecting current China's harmonious and stable development. Especially in private enterprises, workers' rights and interests have been infringed considerably and variously. Conflicts and disputes are dominant day by day, becoming unharmonious notes in the whole process of social development. In this regard, most recent research finds solutions outside the enterprises, however, which has little effect on resolving labor relations problems. This dissertation proceeds from enterprises interior, considering enterprises as the essential power to construct harmonious labor relationships. We take "Economic Man Hypothesis" as a premise, and study the effect mechanism labor relationship on performance from the angle of helping enterprises improve competitiveness and performance, to dissolve labor relations problems inter-organizational and to promote enterprises pay great attention to and improve labor relations.
Main research methods used in this dissertation include literature research, case study, questionnaire survey and so on. Exploratory factor analysis, confirmatory factor analysis, descriptive statistics, cluster analysis, T-test, one-way ANOVA, correlation analysis, structural equation modeling, et al are applied as the main statistical methods by using software SPSS13.0and AMOS7.0. This dissertation exploit labor relations scale with the characteristics of private enterprises and reveal the influence mechanism of labor relations on business performance. The main results are as follows:
Firstly, we do a comprehensive exploration through the existing literature describing measurement model of labor relations, and carry out in-depth interviews of16high-level managers and ordinary employees in3private enterprises. Then, based on Maslow's hierarchy of needs theory, we assume the measurement model of the private sector labor relations. After experts interview, pre-test of102private enterprises and a large sample survey of406private enterprises, the measurement model is confirmed through structural equation modeling analysis and reliability test and validity test of scale. We obtain a conclusion that measurement model includes3latent variables of treatment-benefit, equity-security and development-promotion. Treatment-benefit include7observed variables on income, wage distribution, overtime distribution, labor safety and protection, working environment, welfare, rest and vacation time. Equity-security include8observed variables on signing rate of labor contracts, agreed period of labor contract, signing rate of collective labor contracts, social insurance, integrity of trade unions, active degree and protection degree of trade unions, the handling of labor disputes, internal complaint channels. Development-promotion include5observed variables on the informed degree of management, participation degree of management, training, promotion, reward.
Secondly, based on Resource-Based View, the harmonious labor relations are regarded as company resources that are rare, inimitable and irreplaceable and can create sustainable competitive advantage. We investigate the impact of private sector labor relations on business performance from the point of strategic resources. Based on a series of study assumptions, through qualitative methods and quantitative methods, we verify and support the view that harmonious labor relations have a significant positive impact on business performance. We can say if the private enterprises can provide good remuneration and benefits, comprehensive social insurance and labor disputes resolving process, sufficient opportunity of development and promotion, they can enhance employees well-being and satisfaction, improve productivity, product quality and service quality, and gain more customers, profits and sales revenue.
Thirdly, research framework which Resource-Based View, Social Exchange Theory and Knowledge-Based View are integrated is built to explain the relationship between labor relations and corporate performance. We explore the impact mechanism of labor relations on firm performance and describe specificly the black box. By establishing mediation effect theory model through literature analysis and case interviews, and testing model goodness-of-fit using the questionaire data, we verify perceived organizational support and organizational commitment in employees level and organizational capabilities in organization level are mediators in the effect of labor relations on business performance, so as to reveal a clear picture of discribing relationship between labor relations and corporate performance.
Fourthly, path analysis of latent variables concludes that in the3factors of private sector labor relations, treatment-benefit has the the most significant impact on dependent variable and mediators. This conclusion shows that in relation to equity-security and development-promotion, treatment-benefit is more important to improve business performance, which means that enterprises improving treatment benefits of employees may achieve more with same work so as to improve business performance. The conclusion also shows that if enterprises want to improve perceived organizational support, organizational commitment and organizational capabilities, they need to focus on the welfare of staff, the level of treatment, and employees'distribution of income which can reflect employees'devotion to their jobs and contribution to their organizations reasonably.
Fifthly, through cluster analysis and parameters estimation of structural equation model to investigate group emotional intelligence as a moderator, we find3factors of labor relations have more significant impact on business performance in enterprises with lower group emotional intelligence than with higher one. This conclusion not only demonstrates that it is important to create harmonious labor relations to improve the businesses performance in enterprises with lower group emotional intelligence, but also proves that it is particularly necessary to improve group emotional intelligence so as to obtain stable high businesses performance.
论文采用的具体研究方法主要包括文献研究、案例访谈、问卷调查等,数据统计方法主要是运用SPSS13.0和AMOS7.0软件进行探索性因子分析、验证性因子分析、描述统计、聚类分析、方差分析、相关分析、结构方程模型检验等。论文围绕着开发具有私营企业特征的劳动关系量表与揭示劳动关系影响企业绩效的中间机制等内容展开,取得了以下研究成果：
第一,通过对已有文献中劳动关系测量模型的全面探索,面向3家私营企业的16位中高层管理者与普通员工的深度访谈,基于马斯洛需求层次理论,设定私营企业劳动关系构念的测量模型。经过专家讨论、包括102家私营企业的预测试和406家私营企业的大样本问卷调查,对数据进行结构方程模型分析,检验量表的信度和效度,验证了提出的测量模型。最后得出的私营企业劳动关系测量模型包含待遇福利、公平保障和发展晋升3个潜在变量,其中待遇福利包括收入水平、工资分配方式、加班费发放情况、劳动安全保护、工作环境、福利水平、休息休假时间7个观察变量；公平保障包括劳动合同签订率、劳动合同约定期限、集体劳动合同签订率、社会保险办理、工会组织的健全程度、工会组织的活跃程度与维权程度、劳动争议的处理结果、内部投诉通道8个观察变量；发展晋升包括员工对企业生产管理的知情程度、员工对企业生产管理的参与程度、培训、晋升、奖励5个观察变量。
第二,基于资源基础理论,将和谐的劳动关系视为企业中稀缺的、难以模仿的和不可替代的,能够创造持久的竞争优势的公司资源。从战略性资源的角度探讨私营企业劳动关系对绩效的影响,在一系列研究假设的基础上,通过质化方法和量化方法,验证并支持了和谐的劳动关系对企业绩效具有显著正向影响的观点,认为企业如果给员工提供良好的薪酬待遇和福利水平,完备的社会保险与劳动争议解决程序,充分的发展与晋升空间,则能够增强员工的幸福感和满意度,提高企业的生产率、产品质量和服务质量,使企业赢得更多的客户、利润和销售收入。
第三,将劳动关系与企业绩效之间的关系置于一个资源基础理论、社会交换理论和知识基础理论整合的框架内,探讨劳动关系对企业绩效的影响机制,具体描述劳动关系对企业绩效影响的黑箱环节。通过文献分析与案例访谈,建立中介效应理论模型,运用问卷调查获得的样本数据进行模型适配度检验,验证了员工层面的组织支持感和组织承诺,以及组织层面的组织能力在劳动关系影响企业绩效的过程中的中介作用,从而为劳动关系与企业绩效二者之间的关系研究揭示出一幅更加清晰的图画。
第四,通过潜在变量的路径分析,得出的结论是私营企业劳动关系的3因素中,待遇福利对因变量和中介变量的影响最为显著。该结论表明,相对于公平保障和发展晋升,待遇福利在影响企业绩效提升方面体现了更为重要的意义,这就意味着企业通过改善员工的待遇福利来提升绩效可能会达到事半功倍的效果。该结论还表明,企业如果希望提高组织支持感、组织承诺和组织能力,则特别需要关注员工的待遇福利,注重提高员工的待遇水平,保证员工的分配所得能够合理地反映其工作投入和对组织的贡献。
第五,通过聚类分析、结构方程模型参数估计等方法,考察组织情商的调节作用,发现在组织情商较低的企业中,劳动关系3因素对企业绩效的影响比在组织情商较高的企业中更为显著。该结论一方面说明了在组织情商较低的企业中,营造和谐的劳动关系对绩效提升的重要性,另一方面也说明了提高组织情商对稳定和维持高水平的企业绩效尤为必要。
Labor relations is the most important economic relationships and social relationships in modern society, its problems and contradictions have become one of the most important factors affecting current China's harmonious and stable development. Especially in private enterprises, workers' rights and interests have been infringed considerably and variously. Conflicts and disputes are dominant day by day, becoming unharmonious notes in the whole process of social development. In this regard, most recent research finds solutions outside the enterprises, however, which has little effect on resolving labor relations problems. This dissertation proceeds from enterprises interior, considering enterprises as the essential power to construct harmonious labor relationships. We take "Economic Man Hypothesis" as a premise, and study the effect mechanism labor relationship on performance from the angle of helping enterprises improve competitiveness and performance, to dissolve labor relations problems inter-organizational and to promote enterprises pay great attention to and improve labor relations.
Main research methods used in this dissertation include literature research, case study, questionnaire survey and so on. Exploratory factor analysis, confirmatory factor analysis, descriptive statistics, cluster analysis, T-test, one-way ANOVA, correlation analysis, structural equation modeling, et al are applied as the main statistical methods by using software SPSS13.0and AMOS7.0. This dissertation exploit labor relations scale with the characteristics of private enterprises and reveal the influence mechanism of labor relations on business performance. The main results are as follows:
Firstly, we do a comprehensive exploration through the existing literature describing measurement model of labor relations, and carry out in-depth interviews of16high-level managers and ordinary employees in3private enterprises. Then, based on Maslow's hierarchy of needs theory, we assume the measurement model of the private sector labor relations. After experts interview, pre-test of102private enterprises and a large sample survey of406private enterprises, the measurement model is confirmed through structural equation modeling analysis and reliability test and validity test of scale. We obtain a conclusion that measurement model includes3latent variables of treatment-benefit, equity-security and development-promotion. Treatment-benefit include7observed variables on income, wage distribution, overtime distribution, labor safety and protection, working environment, welfare, rest and vacation time. Equity-security include8observed variables on signing rate of labor contracts, agreed period of labor contract, signing rate of collective labor contracts, social insurance, integrity of trade unions, active degree and protection degree of trade unions, the handling of labor disputes, internal complaint channels. Development-promotion include5observed variables on the informed degree of management, participation degree of management, training, promotion, reward.
Secondly, based on Resource-Based View, the harmonious labor relations are regarded as company resources that are rare, inimitable and irreplaceable and can create sustainable competitive advantage. We investigate the impact of private sector labor relations on business performance from the point of strategic resources. Based on a series of study assumptions, through qualitative methods and quantitative methods, we verify and support the view that harmonious labor relations have a significant positive impact on business performance. We can say if the private enterprises can provide good remuneration and benefits, comprehensive social insurance and labor disputes resolving process, sufficient opportunity of development and promotion, they can enhance employees well-being and satisfaction, improve productivity, product quality and service quality, and gain more customers, profits and sales revenue.
Thirdly, research framework which Resource-Based View, Social Exchange Theory and Knowledge-Based View are integrated is built to explain the relationship between labor relations and corporate performance. We explore the impact mechanism of labor relations on firm performance and describe specificly the black box. By establishing mediation effect theory model through literature analysis and case interviews, and testing model goodness-of-fit using the questionaire data, we verify perceived organizational support and organizational commitment in employees level and organizational capabilities in organization level are mediators in the effect of labor relations on business performance, so as to reveal a clear picture of discribing relationship between labor relations and corporate performance.
Fourthly, path analysis of latent variables concludes that in the3factors of private sector labor relations, treatment-benefit has the the most significant impact on dependent variable and mediators. This conclusion shows that in relation to equity-security and development-promotion, treatment-benefit is more important to improve business performance, which means that enterprises improving treatment benefits of employees may achieve more with same work so as to improve business performance. The conclusion also shows that if enterprises want to improve perceived organizational support, organizational commitment and organizational capabilities, they need to focus on the welfare of staff, the level of treatment, and employees'distribution of income which can reflect employees'devotion to their jobs and contribution to their organizations reasonably.
Fifthly, through cluster analysis and parameters estimation of structural equation model to investigate group emotional intelligence as a moderator, we find3factors of labor relations have more significant impact on business performance in enterprises with lower group emotional intelligence than with higher one. This conclusion not only demonstrates that it is important to create harmonious labor relations to improve the businesses performance in enterprises with lower group emotional intelligence, but also proves that it is particularly necessary to improve group emotional intelligence so as to obtain stable high businesses performance.
引文
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