Impact of Labor Relations Climate on Engagement of New-Generation Employees in the Express Delivery Industry-OA Journal of Economy and Management-Pubscie

Views: 281 ES Score: 0 Introduced Quantity:

Impact of Labor Relations Climate on Engagement of New-Generation Employees in the Express Delivery Industry

DOI: 10.26855/oajem.2022.11.006
Year, volume (issue): 2022, 1(3)
pp. 168-172
Published in: OA Journal of Economy and Management
Fund Project

Relevant scholars

Relevant institutions

Xing Xu

New-generation employees in the express delivery industry, Labor relations cli-mate, Engagement, Social exchange theory

Full text Download Quote Collection

Abstract

The empirical study of this dissertation shows that the labor relations climate has a significant impact on the engagement of new-generation employees in the courier industry. There is a significant correlation between the three dimensions of labor relations climate and the engagement of new-generation employees in the courier industry and its sub-dimensions. The influence of mediating variables between the labor relations climate and the new-generation employees in the courier industry is analyzed. It is concluded that career growth has a significant positive effect on the engagement of new-generation employees in the express delivery industry, and career growth plays a partially mediating role between labor relations climate and the engagement of new-generation employees in the express delivery industry; meanwhile, organizational commitment moderates the relationship between labor relations climate and the engagement of new-generation employees in the express delivery industry. It explores the influence mechanism between the labor relations climate and the engagement of new-generation employees in the express delivery industry. The results show that organizational commitment not only moderates the relationship between labor relations climate and the engagement of new-generation employees in the express delivery industry, but when considering the mediating role of career growth, organizational commitment moderates the relationship between labor relations climate and career growth. This relationship further affects the engagement of new-generation employees in the express delivery industry, indicating that the moderating effect of the mediating effect of career growth is significant.

Keywords: New-generation employees in the express delivery industry, Labor relations cli-mate, Engagement, Social exchange theory

Reference
Related literature

Abele, A.E., & Spurk, D. (2011). How do objective and subjective career success interrelate over time? Journal of Occupational & Organizational Psychology, 82(4): 803-824.

Adler, N.J. (1992). Competitive Frontiers. International Studies of Management & Organization, 23(2): 3-23.

Allen, N.J., & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational & Organizational Psychology, 63(1): 1-18.

Alutto, J.A., Hrebiniak, L.G., & Alonso, R.C. (1973). On operationalizing the concept of commitment. Social Forces, 51(4): 448-454.

Avery, D.R., Mckay, P.F., & Wilson, D.C. (2007) Engaging the aging workforce: the relationship between perceived age similarity, satisfaction with coworkers, and employee engagement. Journal of Applied Psychology, 92(6): 1542-56.

Bai, Y.L. (2010). Engagement improvement strategy of knowledge employees from the perspective of individual career development theory. Statistics and Decision Making, (22), 3.

Bakker, A.B., & Demerouti, E. (2013). Towards a model of work engagement. Career Development International, 13(3): 209-223.

Becker, G.S. (1993). Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education (3rd Edition). Nber Books.

Becker, T.E. (1992). Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35(1): 232-244.

Bedeian, A.G., Kemery, E.R,. & Pizzolatto, A.B. (1991). Career commitment and expected utility of present job as predictors of turnover intentions and turnover behavior. Journal of Vocational Behavior, 39(3): 331-343.

Bemmels, B. (1995). Dual commitment: Unique construct or epiphenomenon? Journal of Labor Research, 16(4): 401-422.

Relevant scholars

Relevant institutions

Abstract

Comments