ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2019, Vol. 27 ›› Issue (8): 1354-1362.doi: 10.3724/SP.J.1042.2019.01354

• 研究构想 • 上一篇    下一篇


张戌凡1, 席猛2()   

  1. 1 南京师范大学金陵女子学院, 南京 210097
    2 南京大学商学院, 南京 210093
  • 收稿日期:2018-11-19 出版日期:2019-07-26 发布日期:2019-06-25
  • 通讯作者: 席猛
  • 基金资助:
    * 国家自然科学基金青年基金项目(71702077, 71802106);教育部人文社会科学研究青年项目(18YJC630201)

The double-paths effects of union practices on employee well-being: Based instrumental-emotional perspective

ZHANG Xufan1, XI Meng2()   

  1. 1 Gingling College, Nanjing Normal University, Nanjing 210097, China
    2 Business School, Nanjing University, Nanjing 210093, China
  • Received:2018-11-19 Online:2019-07-26 Published:2019-06-25
  • Contact: XI Meng


日益僵化的传统管理手段、多元化的新生代员工利益诉求, 以及频发的企业劳资冲突, 导致中国基层工会在劳资关系中日趋式微, 进而陷入组织不愿投资、员工主动抛弃的双重困境。基于“工具-情感”双路径的视角和遵循“情境-认知”的逻辑框架, 为了在理论上和实证上回答“加强工会的实践效用能否给企业带来回报”这一问题, 拟通过在组织层次和个体层次测量工会实践的跨层次研究方法, 探讨工具性/情感性工会实践是否能够通过缓解劳资冲突提高员工工作幸福感这一理论问题, 并进一步研究在这一作用链上的边界条件。如此便揭示了基层工会在实现劳资双赢的实质性价值以及对员工幸福感的影响功效, 既是对管理科学“有良心研究”的伦理回应, 也是加强基层工会组织建设的重要策略。

关键词: 工会实践, 劳资冲突, 工作幸福感, 双路径, 新生代员工


The increasingly rigid traditional management methods, diversified interest demands of the new generation of employees, and frequent labor conflicts in enterprises have led to the decline of grass-roots labor unions in labor relations in China, and thus fell into the dual dilemma of organizations' reluctance to invest and employees' active abandonment. Based on the perspective of "instrument-emotion" dual path and the logical framework of "context-cognition", we intend to answer the important question of "whether strengthening the practical utility of labor unions can bring returns to enterprises" theoretically and empirically. Specifically, it explores whether instrumental/affective labor union practices can improve employees' sense of well-being at work by alleviating labor conflicts through the cross-level research method of measuring labor union practices at the organizational level and individual level respectively, and further studies the boundary conditions on this chain. We believe that it could reveal the substantial value of grass-roots trade unions in realizing win-win between labor and capital and their effect on employee well-being. It is not only an ethical response to the "conscientious research" of management science, but also an important strategy to strengthen the construction of grass-roots trade unions.

Key words: union practices, employee well-being, labor relation conflict, double-paths, new generation employees