Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective.
Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective.
复制标题
中国国有企业临时工为何及何时会与正式员工产生更多反生产行为：社会认同视角。
DOI：
10.3390/ijerph19138030
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发表时间：
2022-06-30
影响因子：
--
通讯作者：
Lu, Wenzhu
中科院分区：
文献类型：
--
作者：
Liu, Xiaolang;Qin, Chuanyan;Liu, Shanshi;Lu, Wenzhu
关键词：
为什么临时工和正式员工有着同样的工作条件，却仍然经常做出对组织利益产生负面影响的越轨行为？本文运用社会认同理论，探讨了就业状态、组织认同与反生产行为之间的关系。本文收集了中国某大型国有服务公司210对员工及其主管的时滞数据，对假设进行检验。结果表明，临时工比正式员工更容易产生反生产行为，组织认同在这一过程中起中介作用。离职倾向对雇佣状态与反生产行为（组织认同）之间的关系有调节作用。在离职倾向、组织认同和反生产行为方面，两类员工不存在显著差异。然而，当离职倾向增加时，临时员工的组织认同下降幅度更大，反生产行为的增加幅度更大。最后，对研究结果的理论和实践意义以及未来的研究方向进行了讨论。
Why do temporary workers sharing the same working conditions as permanent employees still frequently engage in deviant behaviors that negatively affect the organization’s interests? Drawing on the theory of social identity, this articlr discusses the relationships among employment status, organizational identification, and counterproductive work behavior. Time-lagged data were collected from sample of 210 dyads of employees and corresponding supervisors from a large Chinese state-owned service company, to test hypothesis. Results showed that temporary workers engage in counterproductive work behaviors more frequently than permanent employees, and organizational identification plays a mediating role in this process. Turnover intention moderated the relationship between employment status and counterproductive work behavior (organizational identification). In terms of turnover intention, organizational identification and counterproductive work behavior, two types of employees did not exhibit a significant difference. However, when turnover intention increase, there was a sharper decline in organizational identification and a greater increase in counterproductive work behaviors among temporary employees than among permanent employees. Finally, the theoretical and practical implications of these findings and future research directions are discussed.
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