派遣员工工作不安全感与态度行为关系研究:身份转换期望的调节作用  

The Moderating Role of Identity Transformation Expectation in Association between Job Insecurity and Behavior of Dispatched Employee

作　　者：朱朴义[1] 胡蓓[1] 

机构地区：[1]华中科技大学管理学院,湖北武汉430074

出　　处：《商业经济与管理》2015年第6期50-57,共8页Journal of Business Economics

基　　金：国家自然科学基金重点项目"转型期和谐劳动关系:分离型领导;员工心理契约人与人力资源重力研究"(171232001)

摘　　要：文章基于399份劳务派遣员工样本数据,采用层级回归分析方法,探讨劳务派遣员工工作不安全感对EVLN(Exit,Voice,Loyalty and Neglect)行为的影响及身份转换期望对工作不安全感与EVLN行为影响关系的调节效应。研究结果表明:工作不安全感对派遣员工退出行为、忽略行为有显著正向影响,对忠诚行为、建言行为影响作用不显著;身份转换期望在工作不安全感与EVLN行为关系中均存在显著调节效应,身份转换期望正向调节工作不安全感对退出行为、忽略行为的正向影响关系;对工作不安全感与忠诚行为、建言行为的关系方向进行了调节,而对关系强度不存在调节作用。The aims of the present study,based on questionnaire data from contract labor employees in China( N = 399),are twofold: first,we investigate the relationships between job insecurity and Behavior of Dispatched Employee; second,we study whether employee identity transformation expectation moderates the effects of job insecurity on exit,voice,loyalty and neglect. The results indicate that there are positive relationships between job insecurity and exit as well as neglect,while the effects of job insecurity on loyalty and voice are not significant. Furthermore,the identity transformation expectation has significant moderating effect on job insecurity and EVLN behaviors; the identity transformation expectation has positive impact on exit and neglect in job security; it moderates the direction of effects of job insecurity on loyalty and voice,not the strength of the effects.

关 键 词：劳务派遣 工作不安全感 EVLN行为 身份转换期望 

分 类 号：F272.92[经济管理—企业管理]