三方雇佣关系情境下派遣员工组织认同的影响因素及动态形成机理：一项追踪研究

As temporary agency work with triangular employment relationship is a proper approach to increase the workforce flexibility, the volume of agency workers has been rapidly developing in varied contemporary organizations in China. However,it has also caused many problems in practices such as high turnover, low loyalty, and counterproductive work behavior of temporary agency worker, which has become main concerns in human resource management practices. According to organizational identification theory, individual's behavior is contingent upon the perception of his/her belongingness to an organization where the individual defines him or herself in terms of the organization in which he or she is a member. To date, it remains unresolved that how temporary agency workers with triangular employment relationship identify with the client organization. In this research, on the basis of organizational justice theory and social exchange theory, we will firstly discuss the definition of organizational identification of agency workers and its dimensions through literature reviewing and qualitative study; secondly, we will explore the antecedents of organizational identification of agency workers from individual level and organizational level through empirical study; thirdly, we will present the direct, indirect, and interactive influence path of those antecedents on organizational identification by using latent growth model with longitudinal data collecting in three different time points; finally, we will discuss how organizational identification of agency workers emerge and develop in client organizations. The potential contribution of this research are in twofold. Firstly, it will extend the existing knowledge about the antecedents of organizational identification of temporary agency workers both at the individual level and at the organizational level; secondly, it will shed light on how temporary agency workers produce and develop dynamically their identification with client organizations. Additionally, the findings may also provide some insights on how to motivate temporary agency workers for organizations under the context of triangular employment relationships in China.

为追求用工灵活性优势，基于三方雇佣关系雇佣劳务派遣员工已成为中国各类组织获取人力资源的重要途径。劳务派遣员工的高流失率、低忠诚度以及反生产等谋求不当利益的行为却已成为人力资源管理实践中的极大困惑！组织认同理论认为，员工行为受到他们在组织中如何定义自我身份的影响。然而，具有双重组织身份的劳务派遣员工的组织认同究竟如何形成？目前尚未有明晰的理论回答。 本项目基于组织公平和社会交换理论，运用追踪研究方法，对劳务派遣员工进行历时半年的三次追踪测试，采用潜变量增长建模，实证检验劳务派遣员工对用工单位的组织认同的发展变化轨迹，跨层次考察员工个体特征变量与组织情境变量及其交互作用对组织认同发展水平与速度的预测作用。理论贡献是：（1）从个体特征和组织情境层面探索派遣员工组织认同的形成前因；（2）从动态视角揭示派遣员工组织认同的形成机理。研究结论能为雇佣关系多元化背景下的中国组织人力资源管理实践提供指导。

《三方雇佣关系情境下派遣员工组织认同的影响因素及动态形成机理：一项追踪研究》（项目编号：71372184，执行期：2014.1月-2017.12）旨在基于组织公平和社会交换理论，构建并实证检验劳务派遣员工对用工单位的组织认同的发展变化轨迹，跨层次考察员工个体特征变量与组织情境变量及其交互作用对组织认同发展水平与速度的预测作用。. 项目获批以来，研究团队严格遵循研究计划，按预定进度开展研究。首先，运用元分析方法梳理了临时雇佣在国内外的研究现状及相关结论，通过访谈与实证研究方法明晰了三方雇佣关系情境下派遣员工组织认同的本质特征、内涵和结构维度；大样本实证研究识别出个体特征层面和组织情境层面影响派遣员工组织认同的关键前因变量；理论构建了劳务派遣员工对用工单位组织认同的发展变化过程模型；实证检验了个体特征层面和组织情境层面关键前因变量及其交互作用对派遣员工组织认同的动态影响路径，最终揭示出派遣员工组织认同的生成机理。. 项目团队组织召开了小型国际学术研讨会3次，参加国内和国际会议8次；在国际和全国性学术会议宣读发表会议论文4 篇；研究团队培养硕士研究生6名，均顺利毕业。 . 综上所述，课题研究达到预期研究目的。至2017年12月，课题组成员在SSCI收录和CSSCI收录的国内外核心学术期刊发表论文9篇，其中2篇中文论文被《中国人大复印报刊资料》全文转载。课题组成员目前正进行后期的数据挖掘、处理，论文写作和投稿工作，未来两年有望发表论文4篇。此外，项目组成员基于企业调研撰写的2篇管理案例收录至中国管理案例共享中心（大连理工大学）。