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Article
Publication date: 11 October 2022

Enhua Hu, Mingyan Han, Mengyue Zhang, Lin Huang and Hongmei Shan

Despite the considerable research into China's industrial relation system, little attention has been focused on what do Chinese unions at the enterprise level do and how their…

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Abstract

Purpose

Despite the considerable research into China's industrial relation system, little attention has been focused on what do Chinese unions at the enterprise level do and how their daily work influences employees' work-related outcomes. Drawing on the theory of planned behavior, this paper aims to examine the impact of Chinese enterprise union practices on employees' change-oriented organizational citizenship behavior through the mediating roles of psychological safety, perceived insider status, and role breadth self-efficacy.

Design/methodology/approach

Data were collected from 450 employees at 45 unionized enterprises in China through a three-wave survey. Multilevel analyses were conducted to test the hypothesized effects.

Findings

Chinese enterprise union practices positively predicted change-oriented organizational citizenship behavior. Critically, psychological safety and role breadth self-efficacy mediated the positive relationship between Chinese enterprise union practices and change-oriented organizational citizenship behavior.

Originality/value

This study provides new evidence on the effectiveness of Chinese enterprise union practices from a perspective of employees' work-related outcomes. It also enriches the existing literature on antecedents of change-oriented organizational citizenship behavior and provides a “planned” perspective to understand the mechanism that underlies the relationship between Chinese enterprise union practices and change-oriented organizational citizenship behavior.

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Article
Publication date: 27 May 2022

Mingyan Han, Maolong Zhang, Enhua Hu and Hongmei Shan

This study aims to examine how Chinese rural-urban migrant workers' socio-economic status was associated with their decent work.

751

Abstract

Purpose

This study aims to examine how Chinese rural-urban migrant workers' socio-economic status was associated with their decent work.

Design/methodology/approach

Grounded in the psychology of working theory (PWT), this study tested the path from rural-urban migrant workers' socio-economic status to decent work via work volition, with this path moderated by environmental uncertainty and trade union support. 470 rural-urban migrant workers from four manufacturing enterprises were investigated.

Findings

Results indicated that rural-urban migrant workers' socio-economic status was positively associated with rural-urban migrant workers' decent work through work volition. In addition, environmental uncertainty weakened the impact of socio-economic status on work volition while trade union support strengthened the relationship between socio-economic status and work volition.

Originality/value

The study contributes to the growing research on the PWT by testing its utility among rural-urban migrant workers in the Chinese context. The study also identifies the crucial effects of environmental uncertainty and trade union support, which are distinctive characters of contemporary China, in the formation process of rural-urban migrant workers' decent work. A detailed explanation of the results and implications is discussed in the end.

Details

Personnel Review, vol. 52 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 12 July 2018

Enhua Hu, Maolong Zhang, Hongmei Shan, Long Zhang and Yaqing Yue

The purpose of this paper is to offer empirical evidence on whether and how the work experiences of employees in China influence their union-related attitudes and behaviours.

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Abstract

Purpose

The purpose of this paper is to offer empirical evidence on whether and how the work experiences of employees in China influence their union-related attitudes and behaviours.

Design/methodology/approach

The authors developed a mediated moderation model to examine how job satisfaction and labour relations climate interactively affect union participation and whether union commitment mediates the interactive effects. A total of 585 employees from enterprises in Jiangsu, Zhejiang, Anhui, Jiangxi and Fujian province of China were surveyed to verify the model.

Findings

Job satisfaction was negatively related to union participation and union commitment. Labour relations climate moderated the relationship between job satisfaction and union participation; the relationship was negative and stronger when employees perceived an adverse, rather than a favourable, labour relations climate. Further, the interactive effect of job satisfaction and labour relations climate on union participation was partly mediated by union commitment.

Originality/value

By empirically examining employees’ attitudes and behaviours towards unions in the Chinese context, this study confirms that unions could provide employees with alternative work resources to cope with job dissatisfaction, even in a country where unions play a “transmission belt” role between employees and employers. This study adds value to the existing base of knowledge on union practice and labour relations construction, both inside and outside of China.

Details

Employee Relations, vol. 40 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

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Article
Publication date: 17 June 2024

Heni Ardianto and Reni Rosari

The growing literature does not highlight the impact of high-performance work systems (HPWSs) on employee psychological well-being. This study aimed to test this influence by…

195

Abstract

Purpose

The growing literature does not highlight the impact of high-performance work systems (HPWSs) on employee psychological well-being. This study aimed to test this influence by exploring the mediation of psychosocial safety and the moderation of supervisor support to overcome knowledge gaps in optimizing productivity in an increasingly dynamic workplace.

Design/methodology/approach

This study involved 395 service employees in Indonesia. Data were analyzed using the PROCESS macro approach.

Findings

The research findings indicate that while HPWS are perceived as organizational investments by employees, they do not directly impact employees’ psychological well-being in the service sector in Indonesia. Despite previous literature suggesting a positive relationship, this study emphasizes the importance of considering factors such as psychosocial safety and supervisor support in influencing employee perceptions.

Research limitations/implications

This study extends the existing literature on the mechanisms of HPWS in promoting psychological well-being in the workplace. Furthermore, Psychological safety has also been identified as a strategic approach to reduce workplace bullying.

Practical implications

Organizations should prioritize creating a work environment that considers psychosocial safety and provides adequate supervisor support to enhance employees’ psychological well-being. Understanding the unique needs and perceptions of employees, including factors such as age and gender, is crucial in designing effective HPWS that foster a positive workplace culture and mitigate potential negative impacts.

Originality/value

The authors seek to explore the not yet fully understood relationship between HPWS, psychosocial safety, and supervisor support in promoting employee psychological well-being. This research also provides a broader view of how to prevent employees from feeling pressured and stressed in the workplace.

Details

International Journal of Workplace Health Management, vol. 17 no. 5/6
Type: Research Article
ISSN: 1753-8351

Keywords

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Article
Publication date: 5 May 2023

Julia Aubouin-Bonnaventure, Séverine Chevalier, Fadi-Joseph Lahiani and Evelyne Fouquereau

The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena…

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Abstract

Purpose

The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS.

Design/methodology/approach

We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance).

Findings

Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation.

Research limitations/implications

After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis.

Practical implications

Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours.

Originality/value

Presentation of an original approach in this research field: the VOPs.

Details

International Journal of Organizational Analysis, vol. 32 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

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