联系我们

论文查询结果	返回搜索

论文编号：	14074
作者编号：	1120170906
上传时间：	2023/6/8 17:57:53
中文题目：	非典型员工劣势雇佣地位感知对消极人际行为的影响机制研究
英文题目：	Research on the Effects of Nonstandard Employees’ Disadvantaged Emolyment Status on Interpersonal Deviance Behavior
指导老师：	崔勋
中文关键字：	非典型员工；劣势雇佣地位感知；消极人际行为；相对剥夺感
英文关键字：	Nonstandard Employees; Disadvantaged Employment Status; Interpersonal Deviance Behavior; Relative Deprivation
中文摘要：	经济全球化的发展和先进科学技术的出现影响了劳动力市场的变化。劳动力市场格局的变化不仅促进了新型雇佣方式的形成和发展，并且推动了非典型雇佣方式在组织中的广泛使用。由此，组织的雇佣形态与模式发生显著的变化，以往传统的人力资源边界已被打破，非典型雇佣方式成为现代劳动力市场的主要雇佣形式。在组织中通常把非典型雇佣视为“坏的契约／合同”，是因为与正式员工相比，非典型员工的收入低、工作条件和事业前景差、职业发展机会少。并且，组织通常把非典型员工视为外围人员、局外人员，因此，组织对非典型员工进行较少的投资，忽略了对他们的能力培训和职业发展方面的支持。作为组织中的特殊群体，非典型员工基于自身所处情境而形成独特的身份状态感知，研究已证实这种感知会对其在工作中的态度和行为产生重要影响。 尽管大量的研究对非典型雇佣地位进行了一些探讨，然而当前研究主要集中在非典型员工的消极工作态度和行为方面，尚未充分的探讨非典型员工产生劣势雇佣地位感知的原因以及对其影响结果。因此，在本文中将会详细探讨和分析导致非典型员工劣势雇佣地位感知的影响因素以及结果。此外，组织情境是影响员工认知态度的重要因素之一，但在以往的非典型员工劣势雇佣地位感知的相关研究中，大多数研究忽略了混合雇佣的情境因素。在混合雇佣的多元情境下，不同雇佣身份员工之间会产生互动的过程。当不同雇佣身份的员工之间存在组织的差异化待遇时，可能会使非典型员工产生负面的心理反应，因此，会影响两者之间的互动过程，会导致非典型员工与正式员工之间的消极交流、冲突和排斥。基于此，为了弥补当前研究的不足以及现存的一些现实问题，在本文中将会探讨组织如何降低非典型员工劣势地位感知的产生以及如何有效控制不同雇佣身份员工之间消极的互动过程。本文将基于以下研究问题开展研究： （1）混合雇佣情境因素如何影响非典型员工劣势雇佣地位感知的产生？ （2）在混合雇佣情境中，非典型员工是否以正式员工为参照对象并与他们进行比较？ （3）当非典型员工通过与正式员工的比较发现自身的不利地位时，会产生什么样的心理认知？并且，是否会对正式员工表现消极的态度行为，如消极的人际行为？其内在作用机理是什么? （4）非典型员工劣势雇佣地位感知对消极人际行为的影响之间是否存在边界条件的影响效应？在何时增强或降低劣势雇佣地位感知对消极人际行为的影响之间的关系？ 为了弥补目前研究不足以及解答关键研究问题，本论文进行了以下三项研究：在研究1中，运用质性研究的方法，归纳劣势雇佣地位感知的影响结果因素；在研究2中，运用定量研究方法，并基于社会比较理论和相对剥夺感理论，构建了链式中介模型，探究了劣势雇佣地位感知对消极人际行为的影响及作用机制；在研究3中，运用定量研究方法，从组织和个体的层面探索了影响非典型员工劣势雇佣地位感知与消极人际行为关系的调节效应的因素。 本论文的具体研究结果如下：（1）通过对18位非典型员工进行半结构化访谈研究发现，非典型员工的劣势雇佣地位感知会导致相对剥夺感以及消极情绪，进而会引发消极人际行为等消极工作态度行为。并且，组织管理措施和个体感知差异（群体认同）会减弱或增强非典型员工劣势雇佣地位感知和对其结果之间的关系。（2）通过多时点、多来源的320份有效问卷的统计分析发现，相对剥夺感和消极情绪在劣势雇佣地位感知和消极人际行为中起链式中介作用。（3）在研究3中构建了被调节的中介模型。通过对311名非典型员工的多时点、多来源的问卷调查发现，包容性氛围和组织支持削弱了非典型员工劣势雇佣地位感知与消极人际行为之间的间接关系；群体认同增强了非典型员工劣势雇佣地位感知与消极人际行为之间的间接关系。 本论文的创新点在于：（1）通过相对剥夺感和消极情绪的中介机制来解释了非典型员工面向正式员工会表现出消极的人际行为的原因。本研究结果扩展雇佣地位研究在社会比较理论和相对剥夺感理论中的广泛应用。（2）基于情景因素，本研究识别出组织层面的包容性氛围和组织支持是非典型员工劣势雇佣地位感知影响消极人际行为的重要边界条件。（3）基于个人感知差异，识别出员工个体层面的群体认同是劣势雇佣地位感知影响消极人际行为的重要边界条件。 本研究的理论贡献主要在于：（1）本研究拓宽了混合雇佣情境下雇佣地位的研究范围。并且，总结出非典型雇佣方式的主要特征和劣势雇佣地位的特点，并解释非典型员工产生劣势地位感知的原因。（2）从混合雇佣的视角丰富了劣势雇佣地位感知与消极人际行为之间的影响机制。本研究通过揭示相对剥夺感和消极情绪的中介作用来拓展了劣势雇佣地位感知与消极人际行为关系认知。（3）识别了劣势雇佣地位感知与消极人际行为之间的边界条件。本研究结果不仅支持了包容性氛围、组织支持可以有效地管理员工多样性问题的这一观点，而且包容性氛围和组织支持对非典型雇佣地位的影响提供了借鉴。（4）在个体层面，探索了群体认同的调节效应。本研究结果为“非典型员工的相对剥夺感何时产生更多消极人际行为”提供了一个细致入微的解答。 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。本研究认为，在社会层面应致力于保障非典型员工的“体面劳动”，在组织层面应致力于为非典型员工构建安全、公平、和谐的工作环境及有价值的工作机会。并且，员工个人应积极提升可雇佣能力以应对雇佣身份差异所带来的负面影响。
英文摘要：	Fueled by the competitive landscape and market volatility, more and more organizations adopt non-standard work arrangements to stay afloat. Therefore, the organization faced new challenge that the traditional boundaries of human resources have been broken, and nonstandard employment has become the main employment. Nonstandard employees are likely to receive fewer benefits, opportunities, rights, as well as protection from the organization compared with standard employees, even if they are performing similar tasks and working as hard as standard employees. Therefore, nonstandard employees believe that there is an imbalance between their effort and reward, and perceive that this treatment is unfair. Moreover, as traditionally nonstandard employment is characterized by low skills and intelligence, it tends to be regarded as a “bad job”, and nonstandard employees are regarded as “just temp”. However, nonstandard employees usually make lots of benefit for organizations, therefore, it’s important to concern their career development, as well as make effort to provide more supporting for them from organization percepts. However, most studies only focus on standard employees work attitudes and behavior rather than nonstandard. They not only have ignored the impact of blende work environment, but not explored he nonstandard employees’ cognition, attitude and behavior under the situation of mixed work environment yet. Therefore, in this paper, we will discuss and analyze in detail the factors and results that lead to nonstandard employees' perception of employment status. In addition, organizational situation is one of the most important factors that affect employees' cognitive attitude, but most of the previous studies neglect the blended employment situation. Under the blended employment situation, employees with different identities will interact with each other. When the employees with different identities are treated differently, the nonstandard employees may have a negative psychological reaction, and the interaction between them may be affected. Based on this, in order to make up for the shortcomings of current research and some existing problems, this paper will discuss how to reduce the negative status perception of nonstandard employees. This paper will be based on the following research questions: (1) How do mixed employment situational factors affect the formation of employees' sense of employment status? Do nonstandard employees have disadvantaged perceptions of employment status in this context? (2) In mixed employment situations, do the nonstandard employees refer to and compare with the standard employees? (3) What psychological perceptions do nonstandard employees have when they discover their disadvantage by comparing it with standard employees? Also, will you show negative attitudes and behaviors towards standardemployees, such as negative interpersonal behaviors? What is its internal mechanism? (4) Is there a boundary condition effect between the perceptions of employment status of nonstandard employees and negative interpersonal behavior? When does the relationship between perceived employment status and negative interpersonal behavior increase or decrease? In order to make up for the insufficiency of the present research and to answer the key research questions, this paper has carried on the following three studies: In Study 1, using the qualitative research method to induce the influencing factors of disadvantaged employment status perception; In Study 2, using the quantitative research method, based on the social comparison theory and the relative deprivation theory, this paper constructs the chain intermediary model to explore the influence and the mechanism of disadvantaged employment status perception on the negative interpersonal behavior; In Study 3, using the quantitative research method to explore the influencing factors from the organizational and individual level. The results of this study are as follows: (1) Through semi-structured interviews with 18 nonstandard employees, it is found that perceived inferiority of nonstandard employees leads to relative deprivation and negative emotions, which in turn affects negative interpersonal behaviors and negative work attitudes. However, organizational management measures and individual perceived differences (group identification) weaken or strengthen the relationship between nonstandard employees' perception of disadvantaged employment status and their outcomes. (2) Through statistical analysis of 320 valid questionnaires with multiple sources and multiple time points, it is found that relative deprivation and negative emotions play a chain intermediary role in perceived disadvantaged employment status and negative interpersonal behavior. (3) A moderated intermediary model was constructed in study 3. Through a multi-time questionnaire survey of 311 nonstandard employees, it is found that inclusive atmosphere and organizational support weaken the indirect relationship between nonstandard employees' perceived inferiority and negative interpersonal behavior, while group identity enhances the indirect relationship between nonstandard employees' perceived inferiority and negative interpersonal behavior. The innovation of this paper is: (1) Through the mediating mechanism of relative deprivation and negative emotion, it explains why nonstandard employees show negative interpersonal behaviors towards standardemployees. The results of this study extend the extensive application of the study of employment status in social comparison theory and relative deprivation theory. (2) Based on situational factors, it is identified that the inclusive atmosphere and organizational support at the organizational level are important boundary conditions for the perception of nonstandard employees' disadvantaged employment status to affect their negative interpersonal behaviors. (3) Based on individual perceptions, it is identified that group identification at the individual level is an important boundary condition for employees' perceptions of disadvantaged employment status to affect negative interpersonal behaviors. The theoretical contributions of this study are as follows: (1) Research broadens the scope of research on the nonstandared employment status in mixed employment situations. And, summarizes the characteristics of disadvantaged employment and the main characteristics of nonstandard employment, understand why nonstandard employees at a disadvantage. (2) The mixed employment perspective enriches the mechanism of disadvantaged employment status perception and negative interpersonal behavior. By revealing the mediating role of relative deprivation and negative emotion, the study expands the relationship between disadvantaged employment status and negative interpersonal behavior. (3) Identifying the boundary conditions of perceived disadvantaged employment status on negative interpersonal behavior. The results of this study do not fully support the view that an inclusive climate and organizational support can effectively manage the diversity of employees. (4) At the individual level, the moderating effect of group identity is explored. The findings of this study provide a nuanced answer to the question of when nonstandard workers' relative deprivation produces more anti-interpersonal behavior. From a practical point of view, this study provides a micro-level theoretical basis for building harmonious labor relations. At the social level, efforts should be made to guarantee the "decent work" of nonstandard employees, and at the organizational level, efforts should be made to build a safe, fair and harmonious working environment and provide valuable work for nonstandard employees. Employees should actively improve their employability to cope with the negative impact of employment status differences.
查看全文：	预览  下载(下载需要进行登录)