Research On The Double-edged Sword Effect Of Workplace Dignity On Employee Behaviors

With the continuous development of society,people's material life needs can be greatly satisfied,but individual spiritual culture,value perception and other needs have not been met.In the process of studying individual value,I found that in the new era,employees no longer regard work income as the sole criterion for measuring good work,but instead pay more attention to whether they can obtain a sense of value and meaning from work and pay more attention to spiritual needs in the work process.Among them,dignity,as a high-level spiritual need,has gradually received attention from the psychological and management circles.Researchers have begun to place dignity in the context of organizations and focus on the topic of workplace dignity.Workplace dignity refers to the overall perception of an individual's own value,including the perceived level of self-recognition and the degree of recognition of others.This concept emphasizes self-respect while also requiring that the value be recognized by the organization and others in the organization.The existing research on workplace dignity is mainly based on two contexts: one is to explore the concept and internal structure of workplace dignity;the other is to investigate the influence of personal and organizational factors on workplace dignity.Even though there are a few literatures exploring the effect of workplace dignity,they all believe that enhancing workplace dignity is beneficial to the development of organizations.Holding the research attitude that positive variables may also produce negative consequences,the double-edged sword effect research on the positive and negative aspects of workplace dignity can provide references for a comprehensive understanding of workplace dignity.This paper selects two aspects of "proorganization" behavior,that is OCBO and UPB,as the research consequences of workplace dignity,in an attempt to explore the double-edged sword mechanism of workplace dignity on employee behavior.According to the social identity theory,individual psychological needs will affect individuals' cognition of the relationship between themselves and organizations,which will further affect employees' behaviors.Therefore,it is preliminarily believed that workplace dignity affects employees' OCBO and UPB through organizational identity.In addition,to explore the situation of China's professional dignity,not ignore the cultural characteristics of Chinese people,the individuals of different cultural characteristics of its relationship with the organization will differ in their attitudes and ideas,this article selects collectivism orientation as a moderator variable,collectivism orientation this individual dignity cultural characteristics in the workplace and employee behavior relationship in the border of the role.Therefore,the purpose of this study is to explore the relationship between employees' workplace dignity,organizational identity and employee behavior,and to introduce the adjustment mechanism of collectivism to study :(1)the direct effect of workplace dignity on employee behavior——OCBO and UPB;(2)The mediating role of organizational identity in workplace dignity and employee behavior;(3)The moderating role of collectivism orientation in regulating workplace dignity and employee behavior.This paper conducts the next research through 333 valid questionnaire data collected for multiple cities and industries.Among them,SPSS 22.0 was used to test the reliability of the data,MPLUS 7.4 was used to analyze the discriminant validity of the data,and correlation effects and hierarchical regression methods were used to test the direct effects.Hierarchical regression and PROCESS methods were used to test the regulatory effects.The results show that the workplace dignity of employees has a significant positive effect on both OCBO and UPB.Organizational identity plays an mediating role in the relationship between employee's workplace dignity and employee's OCBO and UPB.Collectivism not only plays a moderating role in the relationship between workplace dignity and organizational identity,but also positively regulates the indirect effect of workplace dignity on employees' OCBO and UPB through organizational identity.Based on the above research,this paper research conclusion can provide some references for the management practices:(1)managers should improve the staff's professional dignity,study the workplace dignity with higher levels of experience to create a stronger organizational commitment and sense of belonging,improve the organization's centripetal force and cohesion,make employees contribute own strength for the interests of organization;(2)managers should focus on the long-term interests of the organization,not be blinded by short-term interests,timely identify,intervene and prevent employees from carrying out UPB,strengthen the construction of corporate ethics,cultivate an organizational ethical atmosphere,and guide members to form a correct moral value judgment;(3)managers should pay attention to the selection and training of talents,take individual collectivism as an important indicator for talent selection,and pay attention to the cultivation of employees' sense of collectivism in the follow-up training process.