国有企业员工身份多元化对组织依附的影响机制研究  

Study on the Effecting Mechanism of Employee Identity Diversity on Organizational Attachment in State-Owned Enterprises

作　　者：郑刚[1] ZHENG Gang(Lanzhou University, Lanzhou, Chin)

机构地区：[1]兰州大学管理学院

出　　处：《管理学报》2018年第4期504-511,共8页Chinese Journal of Management

基　　金：中央高校基本科研业务费专项资金资助项目(15LZUJBWZY116)

摘　　要：基于制度理论和自我分类理论,利用国有企业问卷调查的数据,探索和剖析了国有企业员工身份多元化对组织依附的影响机制。研究结果表明,国有企业员工身份多元化显著地降低了员工的心理承诺,而工资合法性和员工身份类型对这种关系起到了显著的调节作用。研究结论丰富了多元化相关文献基础,对国有企业制定基于员工身份多元化的相关管理政策提供了指导。Based on Institutional Theory and Self-categorization Theory,,this research explored how employee identity diversity of State-owned Enterprises（SOE）impacted on employees＇ organizational attachment through questionnaires collected from SOE employees.It showed that employee identity diversity reduced the employees＇ psychological commitment significantly,and the mediating effect of pay legitimacy and identity type on this relationship is positive.The study enriched the literature foundation about diversity,and also gave some valuable guidance for state-owned enterprises to put forward relevant management policy.

关 键 词：身份多元化 组织依附 工资合法性 员工身份类型 国有企业 

分 类 号：C93[经济管理—管理学]