Research On The Behavior And Evaluation Method Of Occupation Credit For Employees

The credit behaviors of employees cover the organization’s basic processes ofproducing and operating. The problem of credit lack makes the non-productivetransaction costs increase substantially, such as regulation cost, bonding cost etc.,leading to negative impacts on organizational performance. Considering the Chinesecontext that social credit system is not perfect, the market liquidity for employees getsenhanced and the soft constraints of professional ethics becomes weaken, this studyaims at occupation credit, and intends to explore the connotation and characteristics ofoccupation credit, the behavioral mechanism of decision-making, the evaluationsystem and method for occupation credit, and the reconstruction of the occupationcredit culture. It is expected that the research result can offer theoretical support forthe normalization of occupational behaviors of employees, the improvement oforganizational performance, and the reformation of social credit system.The research results are summarized as follows:(1) Based on literature review and expert interviews, the connotation anddefinition of occupation credit is discussed; then the relevant research fields arediscriminated and compared with occupation credit, including professional ethics,trust, word of mouth and reputation. Finally, a behavioral analysis framework foroccupation credit is proposed.(2) A structural equation model for the decision-making mechanism of occupationcredit behavior is developed through empirical study. The results indicate that:1) jobsatisfaction of employees makes a positive effect on employees ’occupation credit;2)employees’ psychological ownership, perceived organizational support and perceivedrisk affect occupation credit indirectly via job satisfaction;3) perceived opportunitiesdoes not have a direct impact on job satisfaction, but have an indirect effect throughthe mediation of perceived risk.(3) By factor analysis,4common factors that influence the occupation creditbehaviors of employees are extracted:1) basic situation,2) work ability,3) jobperformance,4) public records, composing the indicator system for the evaluation ofoccupation credit. Eventually, a credit evaluation method based on modifiedDEA-FCA model is proposed. Results show that this method effectively integrated theadvantages of DEA and FCA, in addition, the objectivity and reliability of the methodare verified through testing example.(4) A credit evaluation method based on modified cloud model is developed forthe multiple-visits context. Empirical result shows that, this method could effectivelytackle the problem of language-type evaluation information, such as transformationbetween natural language and quantitative numbers, and the different scoringpreferences of the experts. Additionally the condition that credit evaluation data willdecay over time is also taken into consideration, and the reliability of credit evaluationresults is certified. (5) Through literature review, the connotation and definition of occupation creditculture and the characteristics of occupation credit culture is discussed; then a fivedimensional model of core values for occupation credit culture is proposed, and anoccupation credit culture measurement scale is designed. Finally, policyrecommendations are put forward to accelerate the reconstruction of occupation creditculture.