工会实践对员工工作幸福感的影响：基于工具-情感的双路径研究

The increasingly inflexible of traditional management methods compared with pluralistic development of interest demands from new generation of employees, as well as the functional decline of Chinese grass-roots trade union all lead to frequent internal conflicts, has aroused the attention of government, society and academic circles. Therefore, from the point of view of positive psychology, to explore the influence mechanism of trade union instrumentality and employee well-being is the key of trade union research to achieve the break-through from functional research of institutional framework to quantitative verification of organizational behavior science.In this study, the individual labor relation conflict has been taken as a starting point to analyze double-paths influence mechanism of trade union instrumentality and employee well-being (including objective satisfaction and subjective emotional experience) at workplace. This study specifically solved how to measure trade union practices and labor relation conflicts? How did the perceived union instrumentality affect the employees' perception of labor relation conflict in the workplace, and then create a sense of job well-being? How to evaluate the moderating effect of labor union elections at the chain?In summary, the trade union undertaking dual role with socialism with Chinese characteristics is an important social means in the equal consult of employees and employers and the achievement of win-win labor relation in both sides. It is not only an echo of “conscientious research” in management science, but also an important strategy to strengthen the grass-roots trade union construction, has important theoretical value and practical significance.

传统管理手段的日益僵化、新生代员工利益诉求的多元发展，企业劳资冲突的频发，导致中国基层工会在在实际劳资协调关系中日趋式微，陷入组织不愿投资、员工主动抛弃的双重困境。因此，我们需要从理论上和实证上回答一个极其重要的问题：企业对工会投入（加强工会建设）能给企业带来回报吗？如果能够，那么工具性/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？这一作用链上工会直选的调节效应如何？本研究采用跨层研究方法，分别在组织层次和个体层次测量工会实践，系统回答上述问题。除研究设计特色外，本研究理论特色表现在：(1)不仅把工会实践看作是社会交换过程（工具视角），而且看作是情感事件过程（情感视角）；(2)从积极心理学角度，考察工会实践与工作幸福感的关系。据此讨论基层工会在实现劳资双赢的实质性职能中的社会化手段，具有较强的理论意义和使用价值。

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。