Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective

Abstract

Why do temporary workers sharing the same working conditions as permanent employees still frequently engage in deviant behaviors that negatively affect the organization’s interests? Drawing on the theory of social identity, this articlr discusses the relationships among employment status, organizational identification, and counterproductive work behavior. Time-lagged data were collected from sample of 210 dyads of employees and corresponding supervisors from a large Chinese state-owned service company, to test hypothesis. Results showed that temporary workers engage in counterproductive work behaviors more frequently than permanent employees, and organizational identification plays a mediating role in this process. Turnover intention moderated the relationship between employment status and counterproductive work behavior (organizational identification). In terms of turnover intention, organizational identification and counterproductive work behavior, two types of employees did not exhibit a significant difference. However, when turnover intention increase, there was a sharper decline in organizational identification and a greater increase in counterproductive work behaviors among temporary employees than among permanent employees. Finally, the theoretical and practical implications of these findings and future research directions are discussed.

The relationship between organizational commitment and turnover intention among temporary employees in the local government: Mediating role of perceived insider status and moderating role of gender

“…Following social identity theory, temporary employees usually perceive high job insecurity, which concerns the perception of an involuntary and undesired change in the continuity of the work situation (Balz, 2017;Liu X. et al, 2022). Previous studies have shown that organizational commitment is an important factor affecting turnover intention.…”

“…Under the general policy of "no increase but a decrease" in the number of financially-supported staff, the existing stable staffing management can hardly meet the needs of the increased responsibilities. Nonrenewable fixed-term and temporary agency employment contracts began to gradually replace the traditional model of long-term employment, and the proportion of temporary employees in China has continuously increased in recent years (Liu, 2015;Duan et al, 2021;Liu X. et al, 2022). The temporary supernumerary staff has become an important way and channel to make up for the shortage of human resources in government agencies and institutions at all levels (Conway et al, 2016).…”

“…Some studies try to explain the growth of temporary work in China from the perspective of institutional and organizational characteristics (Liu, 2015). Some studies focus on the differences in work behavior between temporary employees and permanent employees, like engaging in deviant behaviors, employee performance, and turnover intentions (Nuhn et al, 2018;Liu X. et al, 2022). In addition, there is a lot of research using the framework of social exchange theory, self-determination theory, psychological compensation, and social identity theory to investigate the impact of organizational identity, and job insecurity on work attitudes, work engagement, and so on (Slattery et al, 2010;Jiang and Wang, 2018;Zhang et al, 2018;Duan et al, 2021;Guo et al, 2022;Jing and Yan, 2022;Liu X. et al, 2022).…”

“…Some studies focus on the differences in work behavior between temporary employees and permanent employees, like engaging in deviant behaviors, employee performance, and turnover intentions (Nuhn et al, 2018;Liu X. et al, 2022). In addition, there is a lot of research using the framework of social exchange theory, self-determination theory, psychological compensation, and social identity theory to investigate the impact of organizational identity, and job insecurity on work attitudes, work engagement, and so on (Slattery et al, 2010;Jiang and Wang, 2018;Zhang et al, 2018;Duan et al, 2021;Guo et al, 2022;Jing and Yan, 2022;Liu X. et al, 2022). However, the use of temporary employment has increased in local government, but few studies to date have analyzed the turnover intentions of temporary employees in the local government (Liu X. et al, 2022).…”

“…In addition, there is a lot of research using the framework of social exchange theory, self-determination theory, psychological compensation, and social identity theory to investigate the impact of organizational identity, and job insecurity on work attitudes, work engagement, and so on (Slattery et al, 2010;Jiang and Wang, 2018;Zhang et al, 2018;Duan et al, 2021;Guo et al, 2022;Jing and Yan, 2022;Liu X. et al, 2022). However, the use of temporary employment has increased in local government, but few studies to date have analyzed the turnover intentions of temporary employees in the local government (Liu X. et al, 2022). Studies conducted on the turnover intention of government temporary have mainly sorted out the management of government temporary personnel from the macro aspect (Hu, 2015).…”