期刊文献+

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 被引量:5

Increasing Social Resources Affects New Employees’ Perceived Insider Status——A Study of Experience Sample
下载PDF
导出
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 enhancing weekly perceived insider status(γ=.08, p<.05). The mediating effect of weekly person-job fit was significant(ind=.04);(3) Weekly increasing social resources promoted weekly person-group fit(γ=.40, p<.000), and then enhanced weekly perceived insider status(γ=.30, p <.000). Furthermore, the mediating effect of weekly person-group fit was significant(ind=.12).(4) Weekly increasing social resources promoted weekly value fit(γ=.25, p<.000), and then improved weekly perceived insider status(γ=.13, p<.05). The mediating effect of value fit was significant(ind =.03).(5) There were significant differences among these mediating effects, and the mediating effect of person-group fit was the strongest. Our findings contribute to current literature in three ways. First, drawn from the perspective of the individual, this study explores the dynamic change mechanism of the new employees’ insider status perception, which enriches the theoretical research results of insider status perception.(2) Focusing on the new employees’ behavior of increasing social resources, this study analyzes its positive role in insider status perception, and expands the scope of research on job crafting.(3) This study incorporates the three levels of person-job fit, person-group fit and value fit into the content system of person-organization fit at the same time, and tests the multiple mediating roles of person-organization fit in the formation process of new employees’ insider status perception completely, which can promote the development of the theory of person-organization fit.
作者 杨柳 Yang Liu(School of Management,Tianjin Normal University,Tianjin,300387)
出处 《心理科学》 CSSCI CSCD 北大核心 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。
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 increasing social resources person-organization fit perceived insider status new employees experience sample
  • 相关文献

参考文献12

二级参考文献204

共引文献257

同被引文献86

引证文献5

二级引证文献8

相关作者

内容加载中请稍等...

相关机构

内容加载中请稍等...

相关主题

内容加载中请稍等...

浏览历史

内容加载中请稍等...
;
使用帮助 返回顶部