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论文编号：	13741
作者编号：	1120160832
上传时间：	2022/12/10 0:14:55
中文题目：	非正式员工工作不安全感对主动性行为的影响机制研究
英文题目：	Research on the Impact Mechanism of Non-standard Employees'''''''' Job Insecurity on Proactive Behavior
指导老师：	崔勋
中文关键字：	非正式雇佣方式；非正式员工；工作不安全感；主动性行为；雇佣焦虑
英文关键字：	Non-standard employment; Non-standard employees; Job insecurity; Proactive behavior; Employment anxiety
中文摘要：	20世纪80年代以来，随着经济、技术、社会环境快速变迁，组织形态和用工模式发生巨大的变化，企业人力资源边界被打破，非正式雇佣方式成为劳动力市场的显著特征。非正式雇佣方式有别于传统雇佣方式，企业不再直接将员工纳入组织当中，而是通过与员工建立短期或临时劳动关系来获得所需的人力资本。对于员工来说，非正式雇佣方式打破了传统雇佣方式的稳定性和连续性，同时带来了劳动者权益保障缺失等诸多问题。非正式员工时刻面临工作保留的不确定性风险，以及对良好雇佣质量（薪酬待遇、工作时间、工作条件、权益保障和个人发展等）控制的无力感，工作不安全感问题凸显，并对组织和个人产生广泛的消极影响。因此，针对非正式员工工作不安全感及其影响的研究至关重要。 当前，研究领域普遍认为，非正式雇佣方式加剧了非正式员工的工作不安全感。研究者更多关注的是非正式雇佣方式与工作不安全感的交互作用所产生的消极影响，而较少去探讨非正式员工工作不安全感带来负面影响的作用机制及边界条件。因此，探索非正式员工工作不安全感如何产生消极影响以及如何降低它的消极影响，是当前组织管理实践领域及管理研究领域关注的重点及热点，也是本研究需要解决的关键问题。 主动性行为是一种自我启动、以未来为中心、以变革为导向的工作行为，在动态变化和不确定性的环境下，能够为组织和员工带来积极影响。因此，本研究选取主动性行为作为非正式员工工作不安全感的结果变量，并通过以下三个研究来探索非正式员工工作不安全感与主动性行为之间的关系。 （1）本研究运用深度访谈方法，结合压力认知评价理论和劳动力市场理论，构建非正式员工工作不安全感与主动性行为的实证研究模型。（2）本研究运用定量研究方法，基于压力认知评价理论，对组织内非正式员工工作不安全感与主动性行为的之间的关系进行实证分析。（3）本研究运用定量研究方法，基于压力认知评价理论和劳动力市场理论，对影响组织内非正式员工工作不安全感与主动性行为之间的关系的边界条件进行实证分析。 本研究具体的研究结果为：（1）通过对15位非正式员工进行半结构化访谈发现，非正式员工感知到工作不安全感后，会产生雇佣焦虑，并进一步减少其主动性行为，而员工个体差异、工作意义及组织管理措施会影响非正式员工感知工作不安全感后的反应。（2）通过326位非正式员工的多时点问卷调查发现，非正式员工工作不安全感通过雇佣焦虑影响主动性行为。（3）通过对314位非正式员工的多时点问卷调查发现，工作意义和多元化氛围削弱了非正式员工工作不安全感与主动性行为之间的间接关系，未来工作自我清晰度增强了非正式员工工作不安全感与主动性行为之间的间接关系。 本研究的创新点在于：（1）从压力视角识别出雇佣焦虑是非正式员工工作不安全感对主动性行为产生影响的中介机制。（2）基于情境因素，识别出工作层面的工作意义、组织层面的多元化氛围是非正式员工工作不安全感影响主动性行为的重要边界条件。（3）基于个体因素，识别出员工个体层面的未来工作自我清晰度是非正式员工工作不安全感影响主动性行为的重要边界条件。 本研究的理论贡献主要在于：（1）拓宽了非正式员工工作不安全感概念的内涵与外延，将雇佣关系的不确定性及良好雇佣质量丧失的无力感界定为非正式员工工作不安全感的核心内容，以区别正式员工工作不安全感概念。（2）通过访谈研究进一步补充和完善了非正式员工工作不安全感影响机制的研究模型，并通过与现有研究进行对比，识别出新的关键变量和影响因素，丰富了研究视角。（3）从压力视角丰富了非正式员工工作不安全感与主动性行为的作用路径。同时，通过确定中介变量，区分正式员工在工作场所感知到的焦虑与非正式员工基于雇佣状况感知到的焦虑的差异。（4）基于情境因素，从工作层面甄别了工作意义在非正式员工工作不安全感产生负面效应过程中的作用，从组织层面强调了多元化氛围在非正式员工工作不安全感产生负面效应过程中的作用。（5）基于个体因素，提出了未来工作自我清晰度在非正式员工工作不安全感产生负面效应过程中的作用。 从实践方面看，本研究为构建和谐劳动关系提供了微观层面的理论基础。社会层面应致力保障非正式员工的“体面劳动”，组织层面应致力于为非正式员工构建安全、公平和和谐工作环境及提供有价值的工作。员工个人应积极提升可雇佣性以应对雇佣身份差异带来的负面影响。
英文摘要：	Since the 1980s, with the rapid changes in the economic, technological and social environment, the organizational forms and employment patterns have undergone tremendous changes, the boundaries of corporate human resources have been broken, and non-standard employment has become a distinctive feature of the labor market. Non-standard employment differs from traditional employment in that companies no longer directly integrate employees into the organization, but rather acquire the required human capital by establishing short-term or temporary labor relationships with them. For employees, non-standard employment breaks the stability and continuity of traditional employment and brings about many problems such as the lack of protection of workers' rights and interests. Non-standard employees are constantly exposed to the uncertain risk of job retention, as well as the inability to control good employment quality (i.e., pay package, working hours, working conditions, rights protection, and personal development), and the problem of job insecurity is highlighted and has a wide range of negative effects on organizations and individuals. Therefore, research on non-standard employees’ job insecurity and its impacts is crucial. Current research generally argues that non-standard employment exacerbates job insecurity among non-standard employees. Researchers focus on the negative effects of the interaction between non-standard employment and job insecurity, and less on the intrinsic mechanisms and boundary conditions of the negative effects of non-standard employees’ job insecurity. Therefore, to explore how non-standard employees' job insecurity produces negative effects and how to reduce its negative effects is the focus and hot spot in the current field of organizational management practice and management research, as well as the key issue to be solved in this study. Proactive behavior is a self-initiated, future-centered, and change-oriented work behavior that can positively impact the organization and employees in a dynamic and uncertain environment. Therefore, this study selects proactive behavior as the outcome variable of non-standard employees’ job insecurity, and explores the relationship between non-standard employees’ job insecurity and proactive behavior through the following three studies. (1) Based on stress cognitive appraisal theory and labour market theory, this study uses an in-depth interview to build a research model of the impact mechanism of non-standard employees’ job insecurity on proactive behavior. (2) Based on stress cognitive appraisal theory, this study uses quantitative research to empirically analyze the relationship between non-standard employees’ job insecurity and proactive behavior in organizations. (3) Based on stress cognitive appraisal theory and labor market theory, this study uses quantitative research to empirically analyze the boundary conditions that impact the relationship between non-standard employees’ job insecurity and proactive behavior in organizations. The results are following: (1) Through the in-depth interview with 15 non-standard employees, this study found that non-standard employees will have employment anxiety when they perceive job insecurity, and further reduce their proactive behaviors, while individual differences, job meaningfulness, and organizational management measures will impact the response of non-standard employees when they perceive job insecurity. (2) A multi-temporal questionnaire survey of 326 non-standard employees found that the non-standard employees' job insecurity impacts proactive behaviors through employment anxiety. (3) A multi-temporal questionnaire survey of 314 non-standard employees found that job meaningfulness and diversity climate negatively moderated the indirect relationship between job insecurity and proactive behaviors, and future work selves salience positively moderated the indirect relationship between job insecurity and proactive behaviors. The innovations are following: (1) From the perspective of stress, this study identifies the mediating role of employment anxiety in the relationship between non-standard employees’ job insecurity and proactive behavior. (2) This study identifies the boundary role of job meaningfulness and diversity climate in the relationship between non-standard employees’ job insecurity and proactive behavior from the work and organizational levels respectively. (3)This study identifies the boundary role of future work selves salience in the relationship between non-standard employees’ job insecurity and proactive behavior from the individual level. The theoretical contributions are following: (1) To distinguish the concept of standard employees’ job insecurity and non-standard employees’ job insecurity, this study defines the uncertainty of employment relationship and the inability to control good employment quality as the core elements of non-standard employees’ job insecurity, which also broadens the connotation and extension of the concept of non-standard employees’ job insecurity. (2) The theoretical framework of the impact mechanism of non-standard employees’ job insecurity is constructed through an in-depth interview, and a series of key variables and factors were identified through comparison with existing studies, which provided ideas and bases for subsequent research. (3) The impact path between non-standard employees’ job insecurity and proactive behavior is enriched from the stress perspective. At the same time, by identifying mediating variables, this study distinguishes the difference between standard employees' perceived anxiety in the workplace and non-standard employees' perceived anxiety based on their employment status. (4) The role of job meaningfulness and diversity climate in the negative impact of non-standard employees’ job insecurity is discussed from the work level and organizational level respectively. (5) The role of future work selves salience in the negative impact of non-standard employees’ job insecurity is discussed from the individual level. From the practical perspective, this study provides a micro-level theoretical basis for building harmonious labor relations. Specifically, society should strive to ensure "decent work" for non-standard employees, and organizations should strive to build a safe, fair, and harmonious working environment and provide meaningful work for non-standard employees, and individual employees should actively improve their employability to cope with the negative impacts of employment status differences.
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