和谐的力量：劳动关系氛围对组织韧性的影响

Power of Harmony: The Impact of Labor Relation Climate on Organizational Resilience

《外国经济与管理》2023年45卷第1期 页码：88 - 103 online：2023年1月20日

作者

中：迟冬梅1 , 段升森2 , 张玉明3

英：Chi Dongmei1 , Duan Shengsen2 , Zhang Yuming3

作者单位：1.山东女子学院 经济学院, 山东 济南 250300; 2.山东管理学院 劳动关系学院, 山东 济南 250357; 3.山东大学 管理学院, 山东 济南 250100

摘要及关键词

摘要：和谐劳动关系氛围是指员工在参与管理的过程中对组织劳动关系和谐性的心理感知，有助于形成组织内部劳资双赢的局面，深刻影响员工行为和组织绩效。在近几年不确定性事件频发的背景下，本文主要关注和谐劳动关系氛围对组织成功应对非常态环境冲击所必需的韧性能力的影响。文章运用来自482家科技型中小企业管理者与员工的配对问卷调查数据，研究发现和谐劳动关系氛围所带来的合作共享理念和融洽人际关系，能够从战略理解、战略认同和战略承诺三个方面帮助组织在逆境下更快更好地达成战略共识，从而使组织具备更强的应对环境冲击的韧性。此外，变革型领导可以在组织遭遇非常态环境时通过愿景激励更好地鼓舞士气，增强员工协同抵御外部冲击的使命感及从事创新活动的勇气和信心，因此能够强化和谐劳动关系氛围通过提升战略共识对组织韧性产生的正向影响。本文的研究较好地体现了和谐劳动关系所蕴含的巨大力量，进而从战略性人力资源管理角度为企业提升组织韧性提供了一条可行的路径。

关键词：和谐劳动关系氛围；组织韧性；战略共识；变革型领导

Summary: Harmonious labor relation climate (HLRC) is a positive psychological perception of the organization’s labor relations by employees during their participation in the management process, which has an important impact on employee behavior and organizational effectiveness, and is conducive to the formation of a win-win situation between labor and capital within the organization. Under the background of frequent uncertain events in recent years, how to improve the ability of organizations to cope with abnormal environment through the construction of HLRC is of great significance to the construction of harmonious labor relations with Chinese characteristics and the sustainable development of organizations. Therefore, this paper focuses on the impact of HLRC on the organizational resilience (OR) necessary for organizations to successfully cope with the impact of abnormal environment. Considering research objectives and data availability, this paper takes technology-based small and medium-sized enterprises (TSMEs) as a sample for data collection and empirical analysis. Based on the cross-level characteristics of research variables, A and B questionnaires were distributed to the same sample enterprises for a paired survey. The items of the questionnaire were designed with reference to the verified mature scale. Specifically, Questionnaire A contained relevant variables at the individual level, which were answered by less than 3 employee representatives; Questionnaire B contained relevant variables at the organizational level, which were answered by enterprise managers who were familiar with the overall situation of the enterprise. Based on the paired questionnaire data from 482 TSMEs, this paper uses the hierarchical regression, instrumental variable method, Heckman self-selection model, and Bootstrapping method to empirically test the theoretical assumptions. The findings show that the concept of cooperation & sharing and harmonious interpersonal relationships brought about by HLRC can help organizations reach strategic consensus faster and better in the face of adversity, so as to have stronger OR to deal with environmental shocks. In addition, transformational leadership (TL) can better inspire morale through vision incentive when the organization encounters an abnormal environment, and encourage employees to jointly resist external shocks and engage in innovative activities, so it can strengthen the positive impact of HLRC on OR. The study reflects the great power of harmonious labor relations, and provides a feasible path for enterprises to improve OR from the perspective of strategic human resource management. This paper makes the following contributions: First, it focuses on the impact of HLRC on organizational behavior in an uncertain environment and its internal mechanism, which enriches the relevant research on the organizational impact and mechanism of labor relation climate. Second, revealing the regulatory role of TL in the relationship between HLRC and OR helps to expand the boundary conditions of labor relation climate in the context of weak trade unions. Third, from the perspective of HLRC, it explains how the individual psychological motivation of employees promotes OR, which provides a new theoretical perspective for the antecedents of OR.

Key words: harmonious labor relation climate; organizational resilience; strategic consensus; transformational leadership

其他信息

DOI：10.16538/j.cnki.fem.20220929.302

收稿日期：2022-07-17

基金项目：山东省社科规划研究青年项目（20DGLJO15）

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