摘要
利用326份问卷调查的数据对国有企业员工身份多元化与情感承诺之间的关系进行实证研究,并探索了工资合法性和雇佣形式对上述关系的调节作用。研究结论显示,国有企业员工身份多元化的程度能够显著地降低员工的情感承诺,而工资的合法性能够正向调节上述消极关系:工资合法性越强,国有企业员工身份多元化对情感承诺的消极影响就越弱。但是,雇佣形式能够负向调节上述消极关系:正式身份员工的身份多元化程度对情感承诺的消极影响,要显著地高于非正式身份员工的身份多元化程度对情感承诺的消极影响。
The study examined the relationship the 326 questioner survey data, as well as the between the identity diversity and affective commitment based on moderator effects of pay legitimacy and employment mode on the above relationship. The empirical results showed that the identity diversity of employees in state-owned enterprises can significantly decrease employees＇ affective commitment. Also, pay legitimacy can significantly moderate the re- lationship between the identity diversity and affective commitment in a positive way： the more pay legitimacy, the weaker negative relationship. However, employment mode can significantly moderate the relationship between the identity diversity and affective commitment in a negative way： the negative effect of identity diversity on the af- fective commitment from employees with regular identity was significantly stronger than the negative effect of identity diversity on the affective commitment from employees with irregular identity.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2015年第6期172-180,共9页
Science of Science and Management of S.& T.
基金
国家自然科学基金面上项目(71272182)
教育部人文社会科学研究一般项目(12JYA630021)
关键词
国有企业员工
身份多元化
情感承诺
工资合法性
雇用形式
employees of state-owned enterprises
identity diversity
affective commitment
pay legitimacy
employ-ment mode
