基于扎根理论的多元雇佣工作群体的雇佣身份断层与激活因素研究

Employment-Status-Based Faultlines in Diverse Employment Work Groups and Their Activating Factors:A Grounded Theory Exploration

以多元雇佣工作群体为研究对象,探讨了雇佣身份断层的内涵及状态;并依据扎根理论研究方法,通过访谈22名来自不同企业的11个多元雇佣工作群体的正式工和派遣工,探索了雇佣身份断层的激活因素。研究结果表明,激活雇佣身份断层的3个核心群体情境因素为人力资源政策差异、非正式员工的雇佣政策(包括雇佣期限和雇佣身份转换机制)和人际关系氛围。其中,人力资源政策差异和非正式员工的雇佣期限对雇佣身份断层有直接激活效应,雇佣身份转换机制和人际关系氛围则对两者的激活效应起到调节作用,并且上述直接和间接激活作用都通过雇佣身份这一社会类别的显著性中介得以实现。

Taking work groups that apply diverse employment as research subjects,this present study discusses the meaning and the status of faultlines based on employment status,and aims to discover the activating effects of three group contextual factors through interviewing 22 standard and nonstandard workers from 11diverse-employment work groups according to grounded theory.Results show that the differentiation of human resource policies,employment policies on nonstandard employment（term of employment and temp-to-perm mechanism）,and interpersonal relationship climate are three core group contextual factors that activate employment-status-based group faultlines.To be specific,differentiation of human resource policies and term of employment on nonstandard workers can directly activate dormant employment-status-based group faultlines.This effect is moderated by tempto-perm mechanism and interpersonal relationship climate.Moreover,the direct and indirect activating effects above are mediated by the salience of employment status as a social category.