非典型员工劣势雇佣地位感知对反人际行为的影响机制研究:相对剥夺感和攻击性情绪的链式中介作用

Inferior Employment Status and Interpersonal Counterproductive Work Behavior: The Intervening Role of Relative Deprivation and Aggressive Affect

当前复杂多变的经营环境驱使各类组织采纳多元化雇佣方式和弹性人力资源管理政策以控制成本和提高灵活性,也导致组织不公平和非典型员工出现攻击性情绪、反人际行为等消极结果,但既往研究对此议题尚未深入开展探讨。本研究基于相对剥夺感理论构建被调节的链式中介模型,深入探究了非典型员工劣势雇佣地位感知对反人际行为的影响及作用机制。利用多时点、多来源的320份调查问卷的数据,本研究验证了非典型员工劣势雇佣地位感对反人际行为的正向影响,并进一步验证了相对剥夺感和攻击性情绪的链式中介效应,以及歧视感知的直接和间接的调节效应。本研究从理论上拓宽了非典型雇佣领域的研究视角,强化了相对剥夺感、攻击性情绪和反人际行为等议题的研究深度。研究结论对组织从员工感知的角度改进人力资源管理实践和提升组织公平性具有重要的启示意义。

Fueled by the economic crises and increasing globalization,a growing number of organizations incorporating nonstandard work arrangements into the workforce to enhance organizational flexibility.However,despite acknowledging the array of negative impacts on incorporating temporary workers into the workforce,prior studies have yet to delve deeply into this issue,leaving limited understanding of how temporary workers are influenced by being a part of a blended workforce.Drawing on relative deprivation theory,this study proposes a sequential moderated mediation model in which inferior employment status activates relative deprivation and aggressive affect toward standard employees,and thereby spur interpersonal counterproductive work behavior.Using multi-wave and multi-source data from a sample of 320 nonstandard employees in China,results demonstrated that relative deprivation and aggressive affect towards standard employees sequentially mediate the effects of inferior employment status on interpersonal counterproductive work behavior,and perceptions of discrimination enhances the positive effects of perceptions of inferior employment status on interpersonal counterproductive work behavior through relative deprivation and aggressive affect toward standard employees.These findings provide implications for theory and practice.