派遣制员工的揭发及其与内部人身份感知的关系

发布时间：2018-05-17 04:36

本文选题：内部人身份感知 + 基于组织的自尊　；参考：《天津师范大学》2017年硕士论文

【摘要】：揭发是指组织现有成员或前成员在受制于组织而无权阻止或避免组织的不道德行为时,选择匿名或公开向有可能影响不道德行为的个体或组织进行报告的行为。作为组织有效的预警机制,揭发不仅能够维护公众利益,而且能够降低组织成本,避免潜在风险,因此越来越受到学者的关注。随着市场经济的发展,劳动力市场存在多种用工形式,其中派遣制日益成为其中的重要组织部分。传统意义上,派遣制员工不受组织重视,与组织的权责关系较多局限于工作范围内。但是作为组织中不可忽视的组成部分,如何激发派遣制员工的揭发意愿是管理者面临的新问题。本研究旨在探究派遣制员工的揭发现状,并试图探究内部人身份感知和基于组织的自尊对揭发的影响机制;同时分析派遣制员工的上下级关系在这一关系中的调节作用。本研究以天津、山西等地的376名派遣制员工为研究对象,采用问卷调查法,分别运用《内部人身份感知量表》、《基于组织的自尊量表》、《上下级关系量表》和《揭发问卷》作为研究工具,对派遣制员工的内部人身份感知、基于组织的自尊、上下级关系及揭发的关系模型进行检验与探讨。结果表明:(1)派遣制员工内部人身份感知、基于组织的自尊、上下级关系与揭发在性别、学历水平、单位性质、月薪上存在显著差异。(2)派遣制员工内部人身份感知与内部揭发显著正相关;与外部揭发、无行动显著负相关。(3)派遣制员工的基于组织的自尊在内部人身份感知与内部揭发之间起完全中介作用,在内部人身份感知与外部揭发及无行动之间起部分中介作用。(4)派遣制员工上下级关系在内部人身份感知、基于组织的自尊与外部揭发、无行动的中介关系中起调节作用。研究结论:(1)派遣制员工内部人身份感知对其内部揭发有显著正向预测作用;对外部揭发和无行动有显著负向预测作用。(2)派遣制员工基于组织的自尊在内部人身份感知与内部揭发之间起完全中介作用;在内部人身份感知与外部揭发、无行动之间起部分中介作用。(3)派遣制员工的上下级关系在基于组织的自尊与外部揭发的关系中起调节作用;上下级关系在内部人身份感知与无行动的关系中其调节作用,且这种调节作用在基于组织的自尊的中介作用中对无行动产生调节作用。
[Abstract]:Disclosure refers to the behavior that the existing members or former members of the organization choose to report anonymously or publicly to the individuals or organizations which may affect the immoral behavior when they are restricted by the organization and have no right to prevent or avoid the organization's immoral behavior. As an effective early-warning mechanism, disclosure can not only protect the public interest, but also reduce the cost of organization and avoid potential risks, so it has attracted more and more attention of scholars. With the development of market economy, there are many kinds of employment forms in labor market, in which dispatch system is becoming an important organization part. In the traditional sense, dispatch staff is not attached importance to, and the relationship between power and responsibility of the organization is limited to the scope of work. However, as an important part of the organization, how to stimulate the willingness of dispatch staff is a new problem faced by managers. The purpose of this study is to explore the current situation of disclosure of dispatch staff and try to explore the influence mechanism of insiders' identity perception and organizational self-esteem on disclosure, and to analyze the regulatory role of the superior and subordinate relationship of dispatch staff in this relationship. In this study, 376 dispatch employees in Tianjin and Shanxi were chosen as the research objects, and questionnaire survey was used. Using the Insider identity perception scale, the Self-esteem scale based on Organization, the Upper and Lower relationship scale and the Disclosure questionnaire respectively as the research tools, the insiders' identity perception of dispatched employees is based on the organization's self-esteem. The relationship between superior and subordinate and the relation model of disclosure are examined and discussed. The results showed that: 1) Insider identity perception, based on organizational self-esteem, relationship between superior and subordinate and disclosure in gender, educational level, unit nature, There is a significant difference in monthly salary. (2) there is a significant positive correlation between internal identity perception and internal disclosure of dispatched employees, and a significant positive correlation with external disclosure. No-action significantly negative correlation. 3) the organizational self-esteem of dispatched employees plays a complete intermediary role between insider identity perception and internal disclosure. The relationship between internal identity perception, external disclosure and non-action plays a role in the internal identity perception, organizational self-esteem and external disclosure, as well as non-action intermediary relationship. Conclusion: (1) Insider identity perception of dispatched employees has a significant positive predictive effect on internal disclosure; There is a significant negative predictive effect on external disclosure and non-action. (2) Self-esteem based on organization plays a full intermediary role between insider identity perception and internal disclosure, while internal identity perception and external disclosure. The relationship between superior and subordinate staff plays a regulatory role in the relationship between self-respect based on organization and external disclosure, while the relationship between superior and subordinate is regulated in the relationship between identity perception and non-action of the insiders, and the relationship between superior and subordinate employees plays a regulatory role in the relationship between self-respect based on organization and external disclosure. Moreover, the regulatory role of this regulation in the organization-based self-esteem mediating the role of action-free regulation.
【学位授予单位】：天津师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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