Chinese workers’ responses to justice: quitting, collective action or both?

IF 2.3 Q3 MANAGEMENT
Yucheng Zhang, S. Frenkel
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引用次数: 2

Abstract

Purpose This paper aims to analyse two ways in which Chinese workers attempt to resist unjust treatment: exit through quitting and voice via collective action. This is in the context of rapid economic growth, rising economic inequality (Lu and Gao, 2011; Qin et al., 2009; Reed, 2012) and escalating industrial conflict (Pringle, 2011). Design/methodology/approach A model is developed and hypotheses formulated in the light of qualitative data analysis that included archival data, workplace observation and interviews with employees and managers at a large factory. A mediated chain model was tested based on a survey of 234 semi-skilled and skilled manual workers and 353 service employees employed in the same city in Western China. Findings Organisational identification and organisational cynicism were found to mediate the relationship between interactional justice and the two outcomes, intention to quit and collective opposition. Originality/value The authors’ interpretation of these relationships challenge previous research by showing that social identification is a more powerful explanation than social exchange in accounting for variations in these two outcomes. Implications are drawn for human resource theory and practice.
中国工人对正义的回应:辞职、集体行动还是两者兼而有之?
本文旨在分析中国工人试图抵制不公正待遇的两种方式:通过辞职退出和通过集体行动发声。这是在经济快速增长,经济不平等加剧的背景下(Lu and Gao, 2011;秦等,2009;Reed, 2012)和不断升级的产业冲突(Pringle, 2011)。设计/方法/方法根据定性数据分析,包括档案数据、工作场所观察和对大型工厂员工和经理的采访,开发了一个模型并制定了假设。以西部某市234名半熟练、熟练体力劳动者和353名服务业从业人员为调查对象,检验中介链模型。发现组织认同和组织犬儒主义在互动公正与离职意向和集体反对两项结果之间起中介作用。作者对这些关系的解释挑战了之前的研究,表明在解释这两种结果的变化时,社会认同比社会交换更有力。为人力资源理论和实践提供了启示。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
1.20
自引率
0.00%
发文量
5
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