Research On The Forming Mechanism Of Organizational Citizenship Behavior Under Non-standard Employment Circumstance

The relationship between employees and their organizations has been diversified due to the fast development of economy,continuing innovation of technology and graduating liberalization of mentality.More and more organizations have adopted some non-standard employment relationships,including detached workers,contract workers,part-time workers,temporary workers and so on.The employee-organization relationships within these non-standard employments are different from the relationships within the traditional ones.Therefore,organizations have confronted the managerial difficulties such as inefficiency of management,lack of proactivity of employees and large discrepancies of performances when they used the non-standard employment relationship and traditional employment as a mix.Meanwhile,the Chinese government has issued policies concerning the management of non-standard employment such as temporary workers,contract workers and detatched workers and has also revised some relevant terms in the new Labor Law published in 2013.The management of non-standard employment relationship has not only been a management question,but also been a focus related to the harmony of society.So it is urgent to conduct relevant research to bring up fundamental theories and practical advices,which will help organizations to improve their policies and strengthen the internal management.The non-standard employed workers have provided the management scholars new research objects,but they also have brought new challenges.The organization psychology and organizational behavior theories are constructed on a basis of long-term,stable organizational members who have formal identities and usually worked in the same workplace.However,the workers in the non-standard employment are usually temporary and some of them even do not obtain formal identities.In some cases,non-standard workers communicate with organizations only in a virtual way.These changes have been a great challenge to the premises of existing theories.The detached workers are the most common type of non-standard employment in the Chinese contextualization and the management of these employees has been a great problem faced by organizations.To provide logical explanation and useful suggestions of this problem,this research designed two study modules from the organization level and the internal group level.In these two modules,this research conducted separate analyses within the samples of selected the detached workers and formal workers and attempted to explore the forming mechanism of employees’ organizational citizenship behaviors by using the theories about identity.Two important conclusions have been obtained.The first study module focused on the test of relationship between employees’perceived organizational support and employees’ organizational citizenship behaviors from the organizational level.According social identity theory,employees’perceived organizational support will satisfy the self-esteem needs of employees in the process of identity construction and this satisfaction will reinforce the employees’organizational identity.This reinforcement will lead to more organizational citizenship behaviors.The data analysis confirmed this hypothesis by reflecting the positive relationship between employees’perceived organizational support and employees’ organizational citizenship behaviors.The organization identity also played a significant partial mediation effect,which confirmed that organization identity has the same effects on the non-standard employees and formal employees.Also,this conclusion brought up a new mechanism in explaining the relationship between employees’ perceived organizational support and employees’ organizational citizenship behaviors by adding the identity perspective.The study module two extended the research angel to the internal group level.According to the theories concerning the diversity and outstanding of identity,this study hypothesized that the employees’ awareness of different identities will influence the effect of organization identity.The more awareness of identity an employee has,the less positive relationship between his perceived organizational support,organizational citizenship behavior and organization identity.The data analysis in this study has partially conformed the above hypothesis.The awareness of identity played a significant moderation effect and negatively moderated the effect of individual identity in the organization level.But this only worked for the detached workers,not for the formal workers.This difference may be attributed to the low social status of temporary workers in the Chinese contextualization.According to the theories about identity,the low-status identity will more easily to obtain the significance and influence the behavioral norms and behavioral decision of individuals.Therefore,the more awareness of group identity detached workers have,the less proactive psychological characteristics they will have in the construction of self-concept.Moreover,the lack of identity transition path will make detached workers more likely to choose negative attitudes and behaviors as a response.Due to the nested effects of group identity and organization identity,the effects from low-status identity will transit to the high-status identity,which weakens the moderation effect of group identity awareness.At the same time,this conclusion also confirmed the importance of identity difference in the modern organizations.Different groups displayed different psychological mechanisms and behavioral mechanisms and the dynamics between different groups also played an important role.This research deeply explored the forming mechanism of employees’organizational citizenship behavior from the identity perspective.By comparing the detached workers and formal workers,this research provided a new research perspective in the organizational citizenship behavior area.Also,this research extended the view of employee-organization research by discussing the diversification,level and significance of identity and by successfully testing the dynamics between groups in the theoretical models.The conclusions of this research enriched the theoretical framework of organizational support theory and organizational citizenship behavior theory and therefore contributed to the future research and practices.