随着企业员工队伍老龄化程度的不断加深，老龄员工退缩行为对于企业的危害也会越来 越大。因此，如何减少老龄员工退缩行为的发生，调动老龄员工的生产积极性已经引起了学 术界和社会各界的广泛关注。虽然有学者研究发现企业人力资源系统能一定程度上减少组织 中的年龄歧视，进而减少老龄员工退缩行为的发生，但实际情况是老龄员工退缩行为仍然屡 见不鲜。究其原因，首先企业人力资源管理实践自身难以保证对老龄员工没有歧视，其次面 对企业中的隐性歧视，企业人力资源管理实践往往难以发挥作用。工会扮演维权、维稳和维 序的三重角色，能有效解决这个问题。论文以社会交换理论为基础，构建了以年龄歧视为中 介变量，工会实践为调节变量的领导成员交换对老龄员工员工退缩行为影响的理论模型，来 探究领导成员交换对老龄员工退缩行为的影响。 论文以来自江苏、浙江和广东等不同省份传统制造业的 321 名有工会会员身份的企业员 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：当企业中领导和老龄员工处 于高质量的关系之中时，老龄员工会更少的采取退缩行为，即领导成员交换与老龄员工退缩 行为负相关；年龄歧视能够在领导成员交换与老龄员工退缩行为的关系中发挥重要的中介作 用；工会实践在领导成员交换和年龄歧视之间发挥调节作用。具体来说，工会实践可以通过 采取行动，如罢工等行为帮助老龄员工维权，对领导者的行为产生制衡，促使老龄员工的领 导者减少年龄歧视，进而减少了老龄员工退缩行为；工会实践还可以通过促进员工建言，提 升组织内部领导者与老龄员工之间的沟通交流水平，进而减少领导者对老龄员工的偏见与歧 视，进而达到减少老龄员工因为感觉到被歧视而采取退缩行为的目的。 论文以社会交换理论为理论基础，揭示了领导成员交换与老龄员工退缩行为之间的关系， 并对其作用机制进行了深入探讨，同时揭示了工会实践在这个作用过程中的调节作用，验证 了社会交换理论在解释员工工作场所心理以及行为方面的有效性，同时也扩充了年龄歧视和 老龄员工退缩行为的研究视角。此外，论文为削弱员工退缩行为提供了一条劳资关系领域的 新途径，证实了工会实践在改善员工工作行为和帮助企业经营发展等方面的重要作用，为进 一步加强企业和工会的合作以及更好地应对延迟退休政策提供了实践指导。 关键词: 领导成员交换 ，工会实践 ，老龄员工 ，年龄歧视，员工退缩行为II Abstract With the deepening of the aging degree of the enterprise staff, the harm of the aging staff's retreat behavior to the enterprise will be more and more serious. Therefore, how to reduce the occurrence of aging employees' withdrawal behavior and mobilize their enthusiasm for production has attracted extensive attention from academia and all walks of life. Although some scholars have found that the enterprise human resource system can reduce age discrimination in the organization to a certain extent, and then reduce the occurrence of aging employees' withdrawal behavior, the actual situation is that aging employees' withdrawal behavior is still common. The reasons are as follows: firstly, the practice of human resource management in enterprises is difficult to ensure that there is no discrimination against the aged employees; secondly, in the face of the implicit discrimination in enterprises, the practice of human resource management in enterprises is often difficult to play a role. Trade unions play three roles of safeguarding rights, stability and order, which can effectively solve this problem. Based on the theory of social exchange, this paper constructs a theoretical model of the influence of leader exchange on the withdrawal behavior of the aged employees, which takes age discrimination as the intermediary variable and labor union practice as the regulating variable, to explore the influence of leader exchange on the withdrawal behavior of the aged employees. Based on the survey data of 321 employees with trade union membership from traditional manufacturing industries in Jiangsu, Zhejiang and Guangdong provinces, this paper tests the theoretical model proposed and draws the following conclusions: when leaders and aging employees are in a high-quality relationship, aging employees will take less withdrawal behavior, that is, leader exchange and aging employees withdraw Age discrimination can play an important intermediary role in the relationship between leader exchange and aging employees' withdrawal behavior; trade union practice plays a regulatory role between leader exchange and age discrimination. Specifically, the trade union practice can help the aged employees to safeguard their rights by taking actions, such as strikes, etc., which can check and balance the leaders' behaviors, promote the leaders of the aged employees to reduce age discrimination, and thus reduce the withdrawal behavior of the aged employees; the trade union practice can also promote the communication and exchange level between the leaders and the aged employees in the organization by promoting the employees' suggestions, And then reduce the prejudice and discrimination of theIII leaders to the aged employees, so as to reduce the withdrawal behavior of the aged employees because they feel discriminated. Based on the theory of social exchange, this paper reveals the relationship between the exchange of leadership members and the withdrawal behavior of the aged employees, and probes into its mechanism. It also reveals the regulatory role of trade union practice in this process, and verifies the effectiveness of social exchange theory in explaining employees' workplace psychology and behavior, as well as the expansion of age Research perspective of discrimination and aging employees' withdrawal behavior. In addition, the paper provides a new way to weaken employees' retreat behavior in the field of labor relations, confirms the important role of trade union practice in improving employees' work behavior and helping enterprises to operate and develop, and provides practical guidance for further strengthening cooperation between enterprises and trade unions and better coping with delayed retirement policy. Key words: Leader-member exchange, Labor union practice, Aged employees, Age discrimination，Employee withdrawal behaviorIV 目录 第一章 绪论............................................................................................................................................................. 1 问题提出.................................................................................................................................................... 1 研究意义.................................................................................................................................................... 3 研究思路与研究内容................................................................................................................................ 4 1.3.1 研究思路......................................................................................................................................... 4 1.3.2 研究内容......................................................................................................................................... 4 研究方法与技术路线................................................................................................................................ 5 1.4.1 研究方法......................................................................................................................................... 5 1.4.2 技术路线......................................................................................................................................... 6 研究创新点................................................................................................................................................ 7 第二章 文献回顾..................................................................................................................................................... 9 概念界定与相关研究................................................................................................................................ 9 2.1.1 老龄员工的概念界定与相关研究.................................................................................................. 9 2.1.2 领导成员交换的概念界定与相关研究................................................................................