雇佣关系的变迁：员工性别、价值观及工作经历的影响模式

Employment relationship change:Research on influence of employee gender,values,and working experience

目的是考察员工入职前后雇佣关系的"质变",检验了员工性别、价值观及其在组织中的工作经历对雇佣关系感知变迁的影响.采用追踪研究设计,跨时三年,实证研究结果表明:持有个人主义价值观的员工在入职前更容易期待短期的雇佣关系;相反,高传统的员工则倾向于期待长期的雇佣关系;相对于女性员工,男性员工更可能因为组织给予的工作奖赏和组织支持而向长期型雇佣关系转变;入职两年后,男性员工更愿意与组织建立长期的雇佣关系;传统的员工更可能因组织支持而向长期雇佣关系转变.

The current study argues that employment relationship perceived by employees changes along with time. Purposes of the study are twofold： 1 ） to examine the change of employment relationship, which is obtained via measuring prior- and post- organization entry scores; 2） to investigate effects of individual factors （including gender and values） and working experience on the change. The study employs a longitudinal design that lasts three years and major results include： employees holding high level of individualism values are more likely to expect short-term relationship; in contrast, traditional employees tend to expect long-term relationship before organizational entry; compared to female employees, male employees are more likely to change their expectation to long-term orientated relationship due to organizational support and job rewards; two years after organization entry, male employees would like to build long-term relationship with organizations; traditional employees tend to change their expectation to longterm relationship due to support offered by organizations.