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| How Do Enterprise-Union Coupling Relationship Attributions Affect Employee Adaptive Performance from the Perspective of Job Demands-Resources Theory |
| HU Enhua，ZHANG Junting，SHAN Hongmei，ZHOU Xiao，HAN Mingyan，LIU Huanchen |
| 1. Nanjing University of Aeronautics and Astronautics, Nanjing, China;2. Nanjing University of Post and Telecommunication, Nanjing, China |
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Abstract Based on job demands-resources theory (JD-R), this study exploreed and analyzeed the influence mechanism of enterprise-union coupling relationship attributions on employee adaptive performance by questionnaire survey on 346 employees. The results are as follows: the different attributions of enterprise-union coupling relationship have different effects on employee adaptive performance. The performance attribution of enterprise-union coupling relationship has a significant negative effect on employee adaptive performance, while the well-being of enterprise-union coupling relationship can improve adaptive performance. Work strain mediates the performance attribution of enterprise-union coupling relationship and employee adaptive performance, but it doesn’t have a significant mediating effect on the relationship between the well-being attribution of enterprise-union coupling relationship and employee adaptive performance. In addition, job autonomy significantly mediated the relationships between both attributions of enterprise-union coupling relationship and employee adaptive performance; that is, the performance attribution of enterprise-union coupling relationship reduces adaptive performance by inhibiting job autonomy, while the well-being attribution of enterprise-union coupling relationship promotes adaptive performance by improving employees’ job autonomy.
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Received: 26 January 2022
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