摘要
随着外部竞争环境的复杂性和动荡性等特征不断加剧，员工组织公民行为对于企业的灵
活有效运行和平稳健康发展具有重要意义。因此，如何促进员工的组织公民行为一直以来是
学术界和实践界都十分关注的重要问题。虽然有学者对企业人力资源管理实践与员工组织公
民行为的关系做出了探讨，并发现企业人力资源管理实践可以在一定程度上促进员工组织公
民行为，但实际情况是企业人力资源管理实践既是规则的制定者又是评判者，导致人力资源
实践为员工提供信任感和安全感的过程中存在隔阂，未能完全激发员工的组织公民行为。工
会作为员工权益的代表，可以通过与企业建立良好关系解决员工不敢和不愿实施组织公民行
为的现状。为进一步促进员工的组织公民行为，论文引入了企业-工会关系因素，检验了组织
公平和心理安全感在企业-工会关系影响组织公民行为的过程中发挥的中介作用，并进一步假
设组织公平和心理安全感在企业-工会关系和组织公民行为之间发挥了链式中介作用。
论文以来自江苏、安徽、浙江、广东、福建等不同区域以及餐饮、信息技术、制造业、能
源、电力等不同欧亿·体育（中国）有限公司的 372名有工会的非国有企业员工调研数据为样本，检验了所提出的理
论模型，得出以下结论：①企业-工会关系能够显著促进员工的组织公民行为；②组织公平和
心理安全感分别在企业-工会关系与员工组织公民行为的关系中发挥重要的中介作用。具体来
说，企业-工会关系通过减少组织中的不合理现象，改善员工在工作场所中的公平感受，提高
员工的组织公平感，解决员工实施组织公民行为有风险的担忧，进而促进员工“敢于”实施
组织公民行为；企业-工会关系可以通过创造良好的工作环境提升员工的心理安全感，解决员
工实施组织公民行为不安全的担忧，进而促进员工“愿意”实施组织公民行为。③组织公平
和心理安全感在企业-工会关系和组织公民行为的关系中发挥链式中介作用，即企业 -工会关
系可以通过影响员工的组织公平感知提高员工的心理安全感，进一步促进员工的组织公民行
为。
论文基于社会信息加工理论，探讨了企业-工会关系在促进员工的组织公民行为中的作用，
并深入研究了其中的中介机制，检验了社会信息加工理论在解释员工工作心理和行为方面的
有效性，也丰富了组织公平、心理安全感和组织公民行为的研究视角。此外，论文还为促进
员工组织公民行为提供了一条劳资关系领域的新途径，证实了企业-工会关系在促进员工和企
业发展中的重要作用，为进一步加强企业与工会的合作，更好地构建和谐的劳资关系提供了
切实可行的指导。
关键词:企业-工会关系，组织公平，心理安全感，组织公民行为
IV

Abstract
With the increasing complexity and turbulence of the external competitive environment,
employee organizational citizenship behavior is of great significance for the flexible and effective
operation and stable and healthy development of enterprises.Therefore, how to promote the
organizational citizenship behavior of employees has always been an important issue that the
academic and practical circles pay close attention to.Although some scholars have discussed the
relationship between enterprise human resource management practices and employee OCB, and
found that enterprise human resource management practices can promote employee OCB to a certain
extent, the actual situation is that enterprise human resource management practices are both the rule
maker and the judge.As a result, there is a gap in the process of human resource practices to provide
employees with a sense of trust and security, and they fail to fully stimulate employees' organizational
citizenship behavior.As the representative of employees' rights and interests, labor unions can solve
the problem of employees' unwillingness to implement organizational citizenship behavior by
establishing a good relationship with enterprises.In order to further promote the OCB of employees,
this paper introduces the factors of management-union relations.Based on the theory of social
information processing, this paper examines the mediating role of organizational justice and
psychological safety in the process of management-union relations affecting organizational
citizenship behavior, and further hypotheizes that organizational justice and psychological safety play
a chain mediating role in the process of management-union relations and organizational citizenship
behavior.
Papers from jiangsu, anhui, zhejiang, guangdong, fujian and other areas as well as catering,
information technology, in different sectors such as manufacturing, energy, electric power, 372
enterprises with trade union staff survey data as sample, test the theoretical model proposed by the
authors conclude that (1) the management-union relations can significantly promote the employees'
organizational citizenship behavior;(2) Organizational justice and psychological safety play an
important mediating role in the relationship between the management-union relations and the OCB,
respectively.Specifically, the management-union relations can reduce the unreasonable phenomenon
in the organization, improve employees' sense of fairness in the workplace, enhance their sense of
organizational justice, solve their concern about the risk of implementing organizational citizenship
behavior, and then promote employees to "dare" to implement organizational citizenship behavior.By
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creating a good working environment, the management-union relations can improve the
psychological safety of employees, solve their worries about the insecurity of implementing
organizational citizenship behavior, and then promote their "willingness" to implement organizational
citizenship behavior.(3) Organizational justice and psychological safety play a chain mediating role
in the relationship between management-union relations and organizational citizenship behavior. That
is to say, management-union relations can improve employees' psychological safety by affecting their
perceived organizational justice, and further promote employees' organizational citizenship behavior.
Based on the theory of social information processing, this thesis explores the role of the
management-union relations in promoting employees’ organizational citizenship behavior, and in-
depth study of the intermediary mechanism in it, and tests the effectiveness of the theory of social
information processing in explaining employees’ work psychology and behavior It also enriches the
research perspectives of organizational justice, psychological safety and organizational citizenship
behavior. In addition, the thesis also provides a new way to promote employee organizational
citizenship behavior in the field of labor-management relations, confirms the important role of
management-union relations in promoting the development of employees and enterprises, and further
strengthens the cooperation between enterprises and trade unions, and better constructs harmonious
labor relations provide practical guidance.
Key words: Management-union relations, Organizational justice, Psychological safety, Organizational citizenship
behavior
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