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The Empirical Research on Dual Commitment and Its Antecedents

Author: LiuGuangPing
Tutor: HuEnHua
School: Nanjing University of Aeronautics and Astronautics
Course: Business management
Keywords: Dual commitment Company commitment Union commitment Labor Relations
CLC: F224
Type: Master's thesis
Year: 2011
Downloads: 42
Quote: 0
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Abstract


Dual commitment can be defined as the phenomenon that occurs when employees possess positive commitment towards company and trade union. The level of dual commitment not only has an important impact on the company, but also related to the interests of trade unions and employees. To make company, trade unions and employees to achieve win-win situation, we need to analysis and ensure the antecedents of dual commitment, then put forward suggestions to improve the level of employee commitment to the two organizations.Based on exchange theory and balance theory and conclusion in relevant literature and making dimensional approach and parallel models approach, this article studies the antecedent variables impact on the dual commitment and put forward the research hypothesis from company-related dimension, the dimension related to labor union, industrial relations and employee feature dimension. In the demonstration part, with the specific circumstances of research, construct a structural equation model to further test the causal relationship between job satisfaction, promotion opportunities, turnover intention, and dual commitment.Empirical studies demonstrate that promotion opportunities, union participation, union satisfaction and labor-management relations can significantly affect the dual commitment. However, due to China’s unique cultural context, on the one hand, job satisfaction and turnover intention can not predict the dual commitment and we explain the reasons from tree pions. First, explaination from the social point of exchange and revenue retention; the second, Chinese people pay more attention to face and relations under the influence of traditional Chinese culture; third explanation is based on exchange theory. On the other hand, employees of different gender and age have different company commitment and union commitment, and we explan it from two points. First, People seek stability; second, the employee over the age of 30 will not easily leave the company, beacause they have a good platform to develop their career.According to the above conclusions,this article put forward the suggestions regarding how to improve the level of dual commitment from labor relations, promotion opportunities and the trade union perspective.

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CLC: > Economic > Economic planning and management > Economic calculation, economic and mathematical methods > Economic and mathematical methods
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