摘要
员工行为受到他们在组织中如何定义自我身份的影响。中国情境下具有双重组织身份的劳务派遣员工的组织认同形成过程具有复杂性。鉴于此,通过剖析"面子"、"身份差距"等中国元素对劳务派遣员工组织认同形成过程的影响,构建劳务派遣员工组织认同动态发展模型,提出若干命题。研究表明,用人组织单方面追求用工效率,在员工投入上依据雇佣类型区别对待,损害了劳务派遣员工的归属感,是引发劳资关系对立的重要原因。
Employee＇s behaviors are contingent upon the perception of their belongingness to an organization where individuals define themselves in the organization in which they are members. In China, temporary agency workers with triangular employment relationships are different from the western countries to form their identifications to the employing company. This paper analyzes how Mianzi and social status impact on the formation of agency worker＇s identifications, builds a dynamic development model of agency workers＇ identifications, and proposes three propositions for future em- pirical studies. The paper reaches a conclusion that the employer-employee relationship conflict in or- ganizations tends to arise while those organizations have a different investment in employees based on their employment status, although labor cost is saved.
出处
《管理学报》
CSSCI
北大核心
2014年第4期541-547,共7页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71002080
71372184)
关键词
劳务派遣
组织认同
面子
身份差距
temporary agency worker
organizational identification
Mianzi
social status
