Affiliation:
1. Southwestern University of Finance and Economics, PR China
2. Guangdong University of Technology, PR China
Abstract
Drawing on job embeddedness theory, this study investigates how and when the industrial relations climate influences employees’ preference for particular labour dispute resolution procedures. Analyses of multisource and multilevel data from China show that organizational embeddedness mediates the relationship between the industrial relations climate and preference for internal dispute resolution (IDR) and this indirect effect is stronger in organizations with a high level of turbulence. These findings provide novel theoretical explanation of the linkage between the industrial relations climate and employees’ preference for IDR and highlight the interactions between the industrial relations climate and organizational turbulence. Practical implications are also offered to facilitate employees’ preferences for IDR by improving the quality of the industrial relations climate.
Funder
Social Science Foundation of Ministry of Education of China
National Social Science Foundation of China
the Youth Fund of Guangdong University of Technology
Natural Science Foundation of Guangdong Province
Subject
Management of Technology and Innovation,Organizational Behavior and Human Resource Management,Strategy and Management,General Business, Management and Accounting
Cited by
2 articles.
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