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论文编号：	12535
作者编号：	2120192904
上传时间：	2021/6/15 13:29:19
中文题目：	非典型雇员雇佣身份感知对工作投入的影响研究
英文题目：	A Research on the Influence of Status Perception of Atypical Employees on Work Engagement
指导老师：	崔勋
中文关键字：	非典型雇佣；雇佣身份感知；组织公平；相对剥夺感；工作投入
英文关键字：	atypical employment, Employment identity perception, Organizational justice, Relative deprivation, Work engagement
中文摘要：	经济复杂不确定上升，全球化的深入发展等外部经济环境变化推动雇佣方式呈多元化发展，非典型雇佣由此应运而生。对企业而言，非典型雇佣能够满足组织提高灵活性和反应力，降低人力资源成本需求；对员工而言，非典型雇佣增加了就业灵活、拓宽了就业途径。然而，非典型雇佣方式在为企业和个人提供便利的同时，也引发诸多管理问题。在非典型雇佣方式下，组织与非典型雇员的雇佣关系是暂时且不稳定的，工作内容和工作场所是易变的。因此，组织对非典型雇员的投入十分有限，容易引发非典型雇员不公平、工作不稳定和不安全的消极感知。企业依据雇佣方式对不同员工差别化管理，形成组织成员之间因为雇佣身份差异而产生的身份高低。尤其是非自愿选择非典型就业的员工，对组织用工安排和管理方式的差异性和不确定性格外关注，更容易产生负向的工作情绪和态度、减少工作投入。通过比较组织对两种不同雇佣身份群体提供支持和投入的差异，使非典型雇员感知到不公平的对待，与正式员工比较身份低微，产生不被组织尊重和差别对待的不公平和被剥夺的感知，从而减少工作投入，影响绩效的达成，降低组织的用工效率，影响组织目标的实现。 本研究从非典型雇员对雇佣身份的感知出发，探究非典型雇员雇佣身份感知对其工作投入的影响。根据资源保存理论、社会交换理论和社会比较理论的“压力源-个体资源投入-产出不平衡-关键心理资源损失-资源保护”逻辑链条，认为非典型雇员感知到因雇佣身份的不同，导致投入与产出之间的不公平，使得员工投入到工作中的资源没有得到补充，则开启资源保护，防止资源流失。因此，非典型雇员雇佣身份感知负向影响工作投入。探究了组织公平和相对剥夺感的中介作用，职场排斥和身份转换期望的调节作用，构建了一个被调节的中介模型。 通过问卷调查，共收集有效问卷607份。在此基础上进行数据的分析，得出主要结论：（1）非典型雇员雇佣身份感知对工作投入负向影响作用显著；（2）非典型雇员雇佣身份感知通过影响组织公平、相对剥夺感进而影响工作投入；（3）职场排斥在非典型雇员雇佣身份感知和组织公平之间起调节作用，即高职场排斥增强了非典型雇员雇佣身份感知对组织公平的负向影响作用。
英文摘要：	The rise of economic complexity and uncertainty, the deepening development of globalization and other changes in the external economic environment promote the diversified development of employment mode, and atypical employment emerges as the times require. For enterprises, atypical employment can meet the needs of improving organizational flexibility and responsiveness, reducing the cost of human resources; For employees, atypical employment increases employment flexibility and broadens employment channels. However, while providing convenience for enterprises and individuals, atypical employment also causes many management problems. Under the atypical employment mode, the employment relationship between the organization and the atypical employees is temporary and unstable, and the work content and workplace are changeable. Therefore, the organization's investment in atypical employees is very limited, which easily leads to the negative perception of unfair, unstable and unsafe work of atypical employees. Enterprises manage different employees differently according to the way of employment, form the status difference among the members of the organization due to the difference of employment status. In particular, the employees who involuntarily choose atypical employment are more likely to have negative work emotions and attitudes and reduce work engagement when they pay attention to the differences and uncertainty of organizational employment arrangements and management methods. By comparing the difference of support and input provided by organizations to two groups with different employment status, atypical employees feel unfair treatment. Compared with regular employees, their status is low, resulting in the perception of unfairness and deprivation that are not respected and treated differently by organizations, so as to reduce work input, affect the achievement of performance, and reduce the organization's employment efficiency, Affect the achievement of organizational goals. This study starts from the atypical employees' perception of employment identity, explores the impact of atypical employees' perception of employment identity on their work engagement. According to the resource conservation theory, social exchange theory and social comparison theory, the logic chain of "stressor-individual resource input-output imbalance-key psychological resource loss-resource protection" is put forward. It is considered that atypical employees perceive that due to different employment identities, there is an unfair relationship between input and output, which makes the resources put into work not be supplemented. Then resource protection is turned on to prevent resource loss. Therefore, atypical employees' employment identity perception has a negative impact on work engagement. This paper explores the mediating role of organizational justice and relative deprivation, and the moderating role of workplace exclusion and identity transfer expectation, constructs a moderated mediating model. Through the questionnaire survey, a total of 607 valid questionnaires were collected. Based on the data analysis, the main conclusions are as follows: (1) atypical employees' employment identity perception has a significant negative impact on job engagement, (2) Atypical employees' employment identity perception affects organizational justice and relative deprivation, and then affects work engagement, (3) Workplace exclusion plays a moderating role between atypical employees' perceived employment identity and organizational justice. High workplace exclusion enhances the negative impact of atypical employees' perceived employment identity on organizational justice.
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