Abstract
Within Chinese business organizations, employment contracts are of high diversity and complexity. Different types of flexible employment contracts as well as formal contracts are widely used (Jiang, Dai, 2012). The diversification of employment contracts might bring highly heterogeneous psychological states to people in the organization. Although intensive research has studied on the payment discrimination among different employment contracts, few of them has paid attention to the work well-being of employees in diverse contracts (Wang, 2011). Taking a perspective of equity theory, the current research aims to figure out how social identification influence work well-being through the mediation of organizational equity in the contexts of multiple employment contracts.To test the research hypotheses, the researchers first conducted a pre-test with 191 line-level employees in the shipbuilding industry. According to the pre-test, the questionnaires were specified. 1000 employees participated in a two period survey, and finally provide a valid sample of 785 employees. The result of data analysis indicated that: equity sensitivity mediates the effects of social identification on perceived organizational equity, i.e., higher social identification predicts higher benevolent (lower entitles), which associates with higher organizational equity. Sequentially, organizational equity has significant positive relation with work well-being of employees, and the positive effect was positively moderated by psychological contract.
The results of this research not only make an important contribution to the theoretical research on work well-being of employees in multiple employment contracts context, but also provide advices for the management of this type of organizations.
| Date of Award | 21 Aug 2015 |
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| Original language | Chinese (Traditional) |
| Awarding Institution |
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| Supervisor | Kai H. LIM (Supervisor) |
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- Standard