The Influence Of The Type Of Employment Relationship On Employees' Behavior

With the continuous deepening of personnel reform in China's government institutions,banks,state-owned enterprises and other units,and the accelerating process of economic globalization,various employment relationships are facing a more complex environment.The implementation of the Labor Contract Law has promoted the rapid development of atypical employment in China.In this context,atypical employment,mainly labor dispatching,is increasingly becoming a preference of managers due to its high flexibility and low labor costs.Based on the classification of formal employment relationship and atypical employment relationship,the study explores the impact of the types of employment relationship in organizations on employees' behavior from the perspective of social identity theory.The study is conducted by the questionnaire survey,and samples are taken in pairs of the superiors and subordinates.The sampling is divided into three periods,with the interval of one month.Taking the employees of government institutions,state-owned enterprises and other units in Jiangsu,Zhejiang and other regions as research objects,a total of 310 valid questionnaires were collected.The influence of employment relationship types on employee's job satisfaction,job satisfaction,job involvement and turnover intentions are investigated,and the mediation effect of organizational justice is further examined,as well as the role of the work values of independence and status.The findings are as follows:(1)The employment relationship is significantly related to employee job satisfaction,job performance,job involvement,and turnover intentions.The employee satisfaction,job performance and turnover intention of formal employment are significantly higher than those of atypical employment,and turnover intention is significantly lower than those of atypical employment.(2)Perceived organizational justice mediates the relationship between employment relationship and job satisfaction,job performance,job involvement and turnover intention.(3)Work values of independence and status moderate the relationship between employment relationship and perceived organizational justice.The higher the value level of employees,the more predictive the employment relationship is.On the other hand,Work values of comfort and safety or competence and growth cannot moderate this relationship.(4)Work values of independence and status also moderate the mediating effect of organizational justice.The higher the value level of employees,the stronger the mediating effect of organizational justice between employment relationship and job satisfaction,job performance,job involvement and turnover intention.