新员工增加社会资源行为对内部人身份感知的影响——一项经验取样研究  

Increasing Social Resources Affects New Employees’ Perceived Insider Status——A Study of Experience Sample

作　　者：杨柳[1] Yang Liu(School of Management,Tianjin Normal University,Tianjin,300387)

机构地区：[1]天津师范大学管理学院,天津300387

出　　处：《心理科学》2021年第3期691-697,共7页Journal of Psychological Science

基　　金：天津市哲学社会科学研究规划项目(TJGLQN18-016)的资助。

摘　　要：本文从个体内部和动态视角探讨了新员工增加社会资源行为对内部人身份感知的影响。采用经验取样法的研究设计,对69个研究对象进行了连续8个工作周的测量。结果表明:(1)每周增加社会资源行为促进每周人-工作匹配,进而提升每周内部人身份感知;(2)每周增加社会资源行为促进每周人-群体匹配,进而提升每周内部人身份感知;(3)每周增加社会资源行为促进每周价值观匹配,进而提升每周内部人身份感知。(4)三种匹配的中介作用差异显著。As organizational environments become increasingly turbulent and complex, there is need to focus on creating high-quality employment relationship for many organizations. For years, the distinction between ‘insider’ and ‘outsider’ employees has been formally utilized throughout both the academic and practitioner literature. Perceived insider status refers to the extent to which an employee perceives him or her as an insider within a particular organization. It is a key indicator of the relationship between employees and the organization that influence their perceptions of inclusion. Therefore, many organizations can gain labor efficiency and competitive advantages. Nowadays studies have demonstrated that perceived insider status has a positive effect on organizations. Few studies, however, have explored factors of perceived insider status. The aim of this study is to investigate ‘how’ increasing social resources influence new employees’ insider status perception. Drawing on the within-person level, therefore, this study examined the effect of increasing social resources on new employees’ insider status perception and tested the multiple mediating roles of person-organization fit in this process(person-job fit, person-group fit and person-organization value fit).To test our proposed model, we surveyed 69 new employees in Chinese enterprises using experienced sample method. We got 69 questionnaires and 523 pieces of within-person data. Established measures with high reliability and validity were used to capture key variables. Multilevel linear model analysis was mainly conducted for data analysis. Consistent with hypotheses, it was found that:(1) All variables, increasing social resources, person-job fit, person-group fit, value fit and perceived insider status, had short-term fluctuations. Within the sampling period, the percentage of individual variation of these variables ranged from 54.76% to 68.75%.(2) Weekly increasing social resources promoted weekly person-job fit(γ=.49, p<.000), thereby enh

关 键 词：增加社会资源行为 人-组织匹配 内部人身份感知 新员工 经验取样 

分 类 号：F272.92[经济管理—企业管理]