Job satisfaction and union participation in China: Developing and testing a mediated moderation model

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.

Citation

Hu, E., Zhang, M., Shan, H., Zhang, L. and Yue, Y. (2018), "Job satisfaction and union participation in China: Developing and testing a mediated moderation model", Employee Relations, Vol. 40 No. 6, pp. 964-980. https://doi.org/10.1108/ER-10-2017-0245