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论文编号：	9017
作者编号：	1120120800
上传时间：	2016/12/20 2:48:47
中文题目：	非正式员工心理感知对其尽职行为的影响机制研究
英文题目：	A Research on the Effect Mechanism of Perception of Atypical Employment on Conscientious Behavior
指导老师：	崔勋
中文关键字：	工作不安全感；身份“差序格局”感；组织认同；包容性氛围；身份转换机制；尽职行为
英文关键字：	perceived job insecurity; “differential mode” of status perception; organizational identification; inclusive climate; identity transformation mechanism; conscientious behavior
中文摘要：	随着经济、社会、技术环境的快速变迁，企业内外部环境的不确定性和复杂性急剧增强，企业经营模式正发生着颠覆性变革。柔性雇佣成为企业应对环境动态变化的核心雇佣战略。由此，传统单一的稳定化雇佣模式被彻底打破，更具灵活性的非典型雇佣方式得以盛行，非正式员工的规模极速扩大。但柔性雇佣模式在提高企业用工灵活性、降低用工成本的同时，也引发员工公平感下降、不稳定感增加、多重承诺等消极反应，带来诸多的管理难题，亦成为组织管理研究领域的热点问题。国内外学者对非典型雇佣相关问题的研究已持续30余年，研究层次逐渐从组织战略层面转向员工行为层面，并形成了积极和消极两种研究视角。作为组织中的特殊群体，非正式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。大多数学者基于社会交换理论来探讨非正式员工的心理感知和工作行为之间的关系，主要得出消极影响结论。但既有研究结果存在着局限。首先，不同非正式员工对所获雇佣方式的接受意愿是有差异的，主动选择和被动接受所形成的心理感知不尽相同，由此所产生的行为反应就并非必然；其次，在不同组织情境中，即便同一类型的非正式员工也并非一定表现出消极性行为，而是取决于组织人力资源管理方式的影响。鉴于此，本研究聚焦于低选择意愿型非正式员工，采用雇佣方式与人力资源管理方式的交互视角来分析非正式员工心理感知对行为的影响机制和作用边界，旨在揭示人力资源管理方式在雇佣方式对员工态度和行为影响效应中的作用。研究成果不仅有助于完善雇佣关系领域的相关研究、丰富研究成果、拓展研究视角、为劳动关系和人力资源管理领域研究的融合提供思路；而且可以帮助企业认识到管理方式才是决定非正式员工行为表现的关键因素，为组织管理工作提供一定依据。本研究从历史演化的分析视角出发，采取从一般到特殊的逻辑分析思路，运用理论建构与实证研究相结合的方法来对非正式员工的心理感知与尽职行为之间的关系展开分析。首先，通过基础理论和相关文献的梳理，总结出既有研究的成果、进展及不足。在此基础上，结合组织现实进一步明确和细化研究问题；然后，基于能力和意愿特征对非正式员工的心理诉求进行构型分类，并提炼出低选择意愿型非正式员工心理感知特点；接着，展开关系的解析和理论模型的构建；继而，基于理论关系模型提出本研究的研究模型和研究假设。鉴于工作不安全感和身份“差序格局”感反映了低选择意愿型非正式员工的心理感知特点；包容性组织氛围和身份转换机制能反映组织在非正式员工管理方式上的差异；尽职行为则是非正式员工的一项基础且重要的行为，本研究建构了工作不安全感和身份“差序格局”感对尽职行为影响的主效应、组织认同的中介作用、包容性氛围和身份转换机制对中介效应的调节作用模型，并运用社会认同理论、社会交换理论等的解释逻辑，提出了相应的研究假设。最后，依据研究模型和研究假设展开了实证研究，包括实证研究设计、假设检验及结果分析与讨论。 本研究运用SPSS21.0、MPLUS7.0分析软件，基于结构方程模型技术，通过对来自不同类型企业的566份样本数据的统计分析，得出了如下结果：非正式员工的工作不安全感对尽职行为存在显著负向影响，身份“差序格局”感对尽职行为存在显著正向影响；组织认同显著中介工作不安全感和尽职行为之间的关系；包容性氛围显著调节了组织认同对工作不安全感和身份“差序格局”感与尽职行为关系的中介作用，在高包容性氛围下，工作不安全感通过组织认同对尽职行为产生的负向影响及身份“差序格局”感通过组织认同对尽职行为产生的正向影响均显著下降；身份转换机制显著调节了组织认同对工作不安全感和身份“差序格局”感与尽职行为之间关系的中介效应，当组织存在身份转换机制时，工作不安全感通过组织认同对尽职行为产生的负向影响得到抑制，身份“差序格局”感通过组织认同对尽职行为的正向影响得到增强。本研究的创新主要体现在：采取了雇佣关系和人力资源管理相融合的研究视角，识别出人力资源管理实践在雇佣方式效应中所起到的重要作用；基于能力和意愿特征提出了非正式员工心理诉求的构型，并揭示出低选择意愿型非正式员工的心理感知特点；在原有概念的基础上拓展了尽职行为和包容性氛围两个衍生概念。但在研究设计和理论建构方面仍有所欠缺，在后续研究中需要加以改进。最后，本研究提出非正式员工主观感知的构型研究、尽职行为和包容性氛围量表的开发、身份“差序格局”感的跨文化比较研究、多重中间机制考察、非典型雇佣方式及其影响演变的追踪研究等都是未来值得关注的研究主题。
英文摘要：	With rapid change of economic, social and technological environment, the internal and external enterprise environment becomes particularly uncertain and complicated, the business mode is undergoing radical change and flexible employment is becoming the core employment strategy to cope with dynamic environment change. As a result, simplification and stabilization of traditional employment was broken and the more flexible non-standard employment has got unprecedented development. The atypical employees have gradually increased and at the same time the management of atypical employees has become one of the hot issues in the organization and management research field. However, the flexible employment not only brings labor flexibility and lower labor cost, but also causes multiple commitment, unfairness and uncertainty perception, and other negative attitude and behavior reaction. The researchers from different areas and countries have focused on the non-standard employment related issues for more than 30 years. The level they focus on turns from organization strategic to employee behavior and formed positive and negative perspectives. As a special group in the organization, the atypical employees form their perception of identity status based on the cognition of their situation. It has been proved that this perception would extremely influence on their attitudes and behaviors. About the relationship between them, most scholars explained it based on social exchange theory and draw the negative influence conclusion. But the existing research has some limitations. First, the volition that different atypical employees obtain their employment is different, the perception from active choice and passive accept is not the same, in view of this, behavior caused by the reflection is not necessary. Second, it is not necessary that the same atypical employees in different organizational context show the same negative behavior, that is, the atypical employees with the same perception may show different behaviors because of the influence of different organizational management. For these reasons, this study selects the atypical employees with low volition as research object and from perspective of employment interacting with human resource management to study the relationship between the perception and the conscientious behavior aiming to reveal the effect of human resource management on the process that employment impacts on atypical employees attitude and behavior. Research findings not only contribute to perfect the related research in the employment relationship field, enrich research achievement, expand the research perspectives, and provide ideas for the research of labor relationship and human resource management field combination. On the other hand, these findings can help enterprise to realize that the organization management is the key factor which decides atypical employee behaviors, and provide a certain basis for organization management. From the analysis of historical evolution perspective, this study adopted a logic method from the general to the particular, combing the theoretical construction to empirical research method to explore the relationship between perception of atypical employees and conscientious behavior. First of all, through basic theory and related literature review, the existing research results, progress and insufficiency were summarized. On this basis, the research questions were further defined and refined. Then, this study formed classification of configuration for atypical employee psychological demands based on characteristics of ability and volition, and extracted the perception characteristics of atypical employees with low volition. Next, the relationship was analyzed and the theoretical model was built. In the following, the research model and corresponding hypothesises were put forwarded. Given the job insecurity and the “differential mode” of status perception reflect the perception characteristics of atypical employees with low volition, inclusive climate and identity transformation mechanism can reflect the differences in atypical employee management, and conscientious behavior is a basic and important behavior for atypical employee, this study constructed the research model which consisted of the main effect that the job insecurity and the “differential mode” of status perception impacted on conscientious behavior the mediating effect of organizational identification, and the moderating effect of inclusive climate and identity transformation mechanism on mediator, and put forward the corresponding hypothesises using the interpretation of social exchange theory and social identity theory. Finally, an empirical study was launched based on the research model and research assumptions, including the design of empirical research, hypothesis test and result analysis and discussion. Using SPSS21.0 and MPLUS7.0 software, this study performed a statistical analysis based on structural equation model technology and the data of 566 samples from different type of enterprises, and obtained the following results. The atypical employee`s perceived job insecurity has significant negative effect on conscientious behavior the “differential mode” of status perception has remarkable positive influence on conscientious behavior. Organizational identification significant mediates the relationship between perceived job insecurity and conscientious behavior. The moderating effect of inclusive climate on mediator was significant. In a high inclusive climate, the negative influence of perceived job insecurity on conscientious behavior through organizational identification obviously weakened, and the positive influence of “differential mode” of status perception on conscientious behavior through organizational identification significantly reduced. The moderating effect of identity transformation mechanism on mediator was significant, when there is identity transformation mechanism in organization, the negative role of perceived job insecurity on conscientious behavior through organizational identification obviously restrained, the positive effect of “differential mode” of status perception on conscientious behavior through organizational identification significantly enhanced. The innovation of this study is mainly reflected in the following respect: taking the perspective of human resource management and employment relationship and identifying the important role of human resource management in the employment effect, forming classification of configuration for atypical employee psychological demands based on characteristics of ability and volition, and extracting the perception characteristics of atypical employees with low volition, expanding the two concepts of inclusive climate and conscientious behavior on the basis of the original concept. But there are still some imperfections in the study design and theory construction, which will be improved in the follow-up study. Finally, this study puts forward some valuable research topic in the future, such as the configuration of atypical employees` perception, the development of inclusive climate and “differential mode” of status perception scales, cross-culture comparison study of “differential mode” of status perception, investigation of multiple mechanism, the evolution and tracking research of non-standard employment and its influence.
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