基于组织换“帅”背景下圈子成员工作身份差异调适模型及影响因素机制研究

工作身份差异是指因外部事件打破现有工作身份认知平衡，导致现实自我和理想或应该自我认知存在差距。组织换“帅”使旧帅的圈子成员产生身份差异，适应不良可能引发集体离职、怠工、甚至暴力行为，这对组织造成巨大损失。然而该问题并未引起研究者与实践者足够重视。本研究拟采用深度访谈、跨层问卷调查和实验室干预等多种研究方法，以自我差异理论、调节定向理论、社会认同理论为基础，从两条思路进行研究。①通过内容分析、探索性因素分析、验证性因素分析等统计方法，对圈子成员建立一个调适过程模型、同时对模型的每个阶段建立一个调适行为域；②通过方差分析、回归分析、结构方程模型及多层线性模型等数据分析方法，从个体因素、组织因素及动机探讨圈子成员调适影响因素机制。基于此，运用纵向干预实验考察调适行为域对圈子成员调适的促进影响。以期为企业人力资源管理实践培训与开发、员工帮助计划、招聘与选拔等及新帅调教“旧班子”提供新的理论依据。

Work-related identity discrepancy refers to the cognition of existing identification balance broken by external events. It can lead to the disparity of actual self and ideal self or ought self. After changing leader, the circle members who identify with original leader will perceive identity discrepancy. Maladaptive perception would result in collective resignation, withdrawing and even violence, and cause huge losses for organization eventually. However, researchers and practitioners pay little attention to the aspect. Based on self-discrepancy, regulatory focus theory and social identity theory, the research will unfold two ways by using varieties of research methods, such as: in-depth interview, cross-layer questionnaire and laboratory intervention. ①this part is building an adaptation process model, and establishing an adaptation behavior set for each stage of the model via content analysis, exploratory factor analysis and confirmatory factor analysis. ②this part is studying the influencing factors of circle member's adjustment mechanism from individual, organizational and motivation level, using variance analysis, regression analysis, structural equation modeling and hierarchical liner modeling. Based on this, our study provides theoretical basis for the new leader how to guide “old team” and the HRM practice such as training and development, employee assistance program, recruitment.