Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective
Abstract
:1. Introduction
2. Theory and Hypothesis
2.1. Employment Status and Counterproductive Work Behavior
2.2. Employment Status and Organizational Identification: Social Identity Explanation
2.3. Mediating Effects of Organizational Identification
2.4. Moderating Role of Turnover Intention
2.5. Moderated Mediating Effects
3. Methods
3.1. Sample and Procedure
3.2. Measure
4. Results
4.1. Confirmatory Factor Analysis
4.2. Descriptive Statistics and Correlations
4.3. Hypothesis Testing
5. Discussion
5.1. Theoretical Implications
5.2. Practical Implications
5.3. Limitations and Suggestions for Future Research
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
Appendix A
- When someone criticizes this company, it feels like a personal insult to me.
- I am very interested in what others think about this company.
- When I talk about this company, I usually say ‘we’ rather than ‘they’.
- This company’s successes are my successes.
- When someone praises this company, it feels like a personal compliment to me.
- If a story in the media criticized this company, I would feel embarrassed.
- This employee taken property from work without permission.
- This employee spent too much time fantasizing or daydreaming instead of working.
- This employee falsified a receipt to get reimbursed for more money than you spent on business expenses.
- This employee taken an additional or longer break than is acceptable at your workplace.
- This employee come in late to work without permission.
- This employee littered your work environment.
- This employee neglected to follow your boss’s instructions.
- This employee intentionally worked slower than he/she could have worked.
- This employee discussed confidential company information with an unauthorized person.
- This employee used an illegal drug or consumed alcohol on the job.
- This employee put little effort into your work.
- This employee dragged out work in order to get overtime.
- I often think about quitting my job with my present organization
- I will probably look for a new job within the next year
- How likely is it that l will actively look for a new job in the next year?
- I feel satisfied with my take-home pay.
- I feel satisfied with my benefit package.
- I feel satisfied with my most recent raise
- I feel satisfied with influence my supervisor has on my pay.
- I feel satisfied with my current salary.
- I feel satisfied with amount the company pays toward my benefits.
- I feel satisfied with the raises I have typically received in the past.
- I feel satisfied with the company’ s pay structure.
- I feel satisfied with information the company gives about pay issues of concern to me.
- I feel satisfied with my overall level of pay.
- I feel satisfied with the value of my benefits.
- I feel satisfied with pay of other jobs in the company.
- I feel consistency of the company’s pay policies.
- I feel satisfied with size of my current salary.
- I feel satisfied with the number of benefits I receive.
- I feel my raises are determined.
- I feel differences in pay among jobs in the company.
- I feel satisfied with how the company administers pay.
- My organization cares about my opinions.
- My organization cares about my well-being.
- My organization appreciates any extra effort from me.
- My organization would ignore any complaint from me.
- Even if I did the best job possible, my organization would fail to notice.
- My organization cares about my general satisfaction at work.
- My organization shows very little concern for me.
- My organization takes pride in my accomplishments at work.
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Model | χ2(df) | SRMR | CFI | TLI | RMSEA |
---|---|---|---|---|---|
3-factor model | 2.310 *** | 0.043 | 0.946 | 0.937 | 0.079 |
2-factor model a | 4.645 *** | 0.082 | 0.848 | 0.825 | 0.132 |
1-factor model | 6.809 *** | 0.094 | 0.756 | 0.721 | 0.166 |
Variables | AVE | C. R. | Reliability |
---|---|---|---|
Turnover intention | 0.726 | 0.888 | 0.880 |
Organizational identification | 0.609 | 0.886 | 0.909 |
Counterproductive work behavior | 0.564 | 0.939 | 0.956 |
Temporary Employees | Permanent Employees | |||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
M | SD | M | SD | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | |
Gen | 1.530 | 0.502 | 1.610 | 0.490 | ||||||||||
Age | 1.400 | 0.585 | 1.940 | 0.759 | −0.155 * | |||||||||
Inc | 1.320 | 0.798 | 2.370 | 0.849 | 0.114 | 0.340 ** | ||||||||
Edu | 2.750 | 0.938 | 3.190 | 0.751 | 0.330 ** | −0.012 | 0.232 ** | |||||||
Ten | 2.750 | 1.156 | 4.330 | 1.102 | 0.077 | 0.523 ** | 0.315 ** | 0.135 | ||||||
PS | 3.142 | 0.682 | 3.220 | 0.585 | −0.025 | −0.037 | 0.100 | 0.051 | −0.037 | |||||
POS | 3.477 | 0.638 | 3.492 | 0.760 | 0.018 | −0.003 | 0.016 | −0.100 | 0.042 | 0.084 | ||||
ES | 0.000 | 0.000 | 1.000 | 0.000 | 0.083 | 0.372 ** | 0.537 ** | 0.247 ** | 0.575 ** | 0.062 | 0.011 | |||
TI | 2.484 | 0.896 | 2.077 | 0.916 | −0.017 | −0.124 | −0.201 ** | −0.043 | −0.135 | −0.173 * | 0.013 | −0.220 ** | ||
OI | 3.529 | 0.699 | 3.815 | 0.582 | 0.080 | 0.091 | 0.199 ** | 0.063 | 0.071 | 0.436 ** | 0.067 | 0.218 ** | −0.432 ** | |
CWB | 2.638 | 0.643 | 2.264 | 0.541 | −0.163 * | −0.096 | −0.235 ** | −0.162 * | −0.152 * | −0.518 ** | −0.049 | −0.302 ** | 0.499 ** | −0.660 ** |
OI | CWB | ||||
---|---|---|---|---|---|
Model 1 | Model 2 | Model 3 | Model 4 | Model 5 | |
Gender | 0.124 | 0.130 | −0.185 * | −0.192 * | −0.133 * |
(0.088) | (0.087) | (0.076) | (0.075) | (0.064) | |
Age | 0.072 | 0.069 | −0.046 | −0.044 | −0.012 |
(0.068) | (0.067) | (0.059) | (0.058) | (0.049) | |
Income | 0.081 | 0.037 | −0.068 | −0.016 | 0.001 |
(0.046) | (0.050) | (0.040) | (0.043) | (0.036) | |
Education | −0.010 | −0.025 | −0.037 | −0.019 | −0.031 |
(0.050) | (0.050) | (0.044) | (0.043) | (0.037) | |
Tenure | 0.000 | −0.037 | −0.040 | 0.004 | −0.013 |
(0.035) | (0.039) | (0.031) | (0.034) | (0.029) | |
PS | 0.442 *** | 0.436 *** | −0.502 *** | −0.495 *** | −0.294 *** |
(0.064) | 0.063 | (0.056) | (0.055) | (0.051) | |
POS | 0.024 | 0.025 | −0.003 | −0.004 | 0.008 |
(0.057) | (0.057) | (0.050) | (0.049) | (0.042) | |
ES | 0.233 * | −0.278 ** | −0.171 * | ||
(0.109) | (0.094) | (0.081) | |||
OI | −0.459 *** | ||||
(0.050) |
OI | CWB | |||
---|---|---|---|---|
Model 1 | Model 2 | Model 3 | Model 4 | |
Gen | 0.123 | 0.120 | −0.185 ** | −0.182 ** |
(0.080) | (0.080) | (0.067) | (0.066) | |
Age | 0.057 | 0.055 | −0.031 | −0.029 |
(0.063) | (0.062) | (0.052) | (0.051) | |
Income | 0.015 | 0.010 | 0.008 | 0.013 |
(0.046) | (0.046) | (0.038) | (0.035) | |
Education | −0.017 | −0.015 | −0.028 | −0.030 |
(0.046) | (0.046) | (0.038) | (0.038) | |
Tenure | −0.039 | −0.032 | 0.006 | −0.002 |
(0.036) | (0.036) | (0.030) | (0.030) | |
PS | 0.380 *** | 0.371 *** | −0.435 *** | −0.426 *** |
(0.059) | (0.059) | (0.049) | (0.049) | |
POS | 0.036 | 0.030 | −0.015 | −0.009 |
(0.053) | (0.052) | (0.044) | (0.043) | |
ES | 0.170 * | −0.192 | −0.211 * | 0.149 |
(0.102) | (0.216) | (0.084) | (0.178) | |
TI | −0.239 *** | −0.322 *** | 0.255 *** | 0.337 *** |
(0.041) | (0.060) | (0.034) | (0.049) | |
ES×TI | 0.155 (p = 0.057 < 0.1) | −0.154 * | ||
(0.082) | (0.067) |
TL | Employment Status→Organizational Identification→Counterproductive Work Behavior | |
---|---|---|
Conditional Indirect Effects | Moderated Mediating Effect | |
−1 SD | 0.016 [−0.072, 0.104] | −0.099 [−0.168, −0.030] |
Mean value | −0.076 [−0.139, −0.013] | |
+1 SD | −0.168 [−0.260, −0.077] |
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Liu, X.; Qin, C.; Liu, S.; Lu, W. Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective. Int. J. Environ. Res. Public Health 2022, 19, 8030. https://doi.org/10.3390/ijerph19138030
Liu X, Qin C, Liu S, Lu W. Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective. International Journal of Environmental Research and Public Health. 2022; 19(13):8030. https://doi.org/10.3390/ijerph19138030
Chicago/Turabian StyleLiu, Xiaolang, Chuanyan Qin, Shanshi Liu, and Wenzhu Lu. 2022. "Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective" International Journal of Environmental Research and Public Health 19, no. 13: 8030. https://doi.org/10.3390/ijerph19138030
APA StyleLiu, X., Qin, C., Liu, S., & Lu, W. (2022). Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective. International Journal of Environmental Research and Public Health, 19(13), 8030. https://doi.org/10.3390/ijerph19138030