身份尴尬与身份辩护:劳务派遣员工组织身份发展过程  

Identity embarrassment and identity defense:The development of organizational identity of dispatched employees

作　　者：李路云 贾良定[1] 张熠婕 魏良玉 LI Luyun;JIA Liangding;ZHANG Yijie;WEI Liangyu(Business School,Nanjing University,Nanjing 210008,China;Faculty of Business&Economics,University of Melbourne,Melbourne 3052,Australia)

机构地区：[1]南京大学商学院,南京210008 [2]墨尔本大学经济与工商管理学院,澳大利亚墨尔本3052

出　　处：《心理学报》2023年第12期2035-2058,共24页Acta Psychologica Sinica

基　　金：国家自然科学基金项目(71632005)。

摘　　要：劳务派遣员工的双重组织身份具有互补性和动态性特征。现有文献主要探讨单一组织情境下多重身份管理问题,对员工如何管理具有互补性和动态性的双重组织身份知之甚少。通过对34位来自不同行业的派遣员工访谈及其他数据的质性分析,文章构建了“劳务派遣员工双重组织身份动态发展模型”:(1)双重组织身份的期望与体验的比较有三种可能结果,“匹配−匹配”推动双重组织身份实现,“不匹配−不匹配”造成双重组织身份破裂,而“匹配−不匹配”是引发双重组织身份动态管理的主要动因;(2)“匹配−不匹配”使派遣员工陷入身份尴尬,他们会依据派遣单位和用工单位在身份中的相对重要性,采用不同身份辩护策略,身份隔离、身份比较和身份创造三种策略会缓解身份尴尬,促使双重组织身份实现;身份反刍策略会造成身份尴尬的进一步恶化,导致双重组织身份破裂。文章丰富了身份理论和组织社会化理论,对派遣员工的管理具有指导意义。“Where do I belong?”This problem related to the identity of dispatched employees not only complicates their work and life but is key to a series of social problems,such as social injustice and mass unemployment.Although current research provides different perspectives for exploring the identity confusion of dispatched employees,there has been little analysis of the essential cause of this phenomenon:the complementary and dynamic characteristics of the dual organizational identity of dispatched employees.Therefore,little is known about how dispatched employees manage their complementary and dynamic dual organizational identity.What’s more,in the literature of multiple identity management or identity work,many scholars have explored how individuals manage two identities with independent,cross-cutting and nested relationships to achieve self-consistency or integrity.However,management strategies for two identities with a complementary relationship have not been discussed theoretically.This paper mainly adopts grounded theory to collect and analyze data.Through two-stage interviews(consisting of a survey and an in-depth interview),we collected data from 34 dispatched employees in different industries.The first author also collected the observational data during her internship at a labor dispatch company.The first,the third and the fourth author carried out the open,axial and selective step-by-step coding to construct a dynamic development model of the dual organizational identity of labor dispatched employees The results indicate three things:(1)In the comparison of expectations and experiences of dual organizational identity,there are three possible outcomes.“Match-match”promotes the realization of a dual organizational identity,“mismatch-mismatch”causes the rupture of a dual organizational identity,and“matchmismatch”is the main motivation for dynamic management of a dual organizational identity.(2)“Matchmismatch”poses a psychological dilemma called identity embarrassment for dispatched employe

关 键 词：劳务派遣员工 双重组织身份 身份尴尬 身份辩护 身份协同 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]