个性化工作协议与追随行为：文化自我表征视角

摘要/Abstract

摘要： 作为一种新型的人力资源管理手段，个性化工作协议近年来日益受到学界和业界的关注。但整体而言，相关研究主要聚焦于个性化工作协议在人才绩效促进方面的作用，而相对忽视了其在人才稳定性方面的影响。本文基于文化自我表征理论，探讨个性化工作协议、内部人身份认知、传统性和现代性对追随行为的作用机理。通过对上海市6家本土企业331名员工的多时点问卷调查，结果表明：个性化工作协议正向影响内部人身份认知，进而促进追随行为；传统性和现代性分别负向和正向调节了个性化工作协议与内部人身份认知的关系，以及内部人身份认知在个性化工作协议与追随行为之间的中介作用。

关键词: 个性化工作协议, 内部人身份认知, 追随行为, 传统性, 现代性

Abstract: In recent years, considerable researches have been undertaken to examine the importance of idiosyncratic deals, which are regarded as a new method of human resource management in the workplace. However, scholars have mainly focused on the influences of idiosyncratic deals on talents’ performance promotion and ignored the effects of idiosyncratic deals on talents’ stability. Drawing on cultural self-representation theory, we develop a moderated-mediation model to associate idiosyncratic deals and followship behavior. Through a multi-phase questionnaire survey, we test our theoretical model on 331 employees of 6 local enterprises in Shanghai. Results show that idiosyncratic deals are positively related to followship behavior and that perceived insider status mediates the effect of idiosyncratic deals on followship behavior. Furthermore, we find that traditionality and modernity moderate the effect of idiosyncratic deals on perceived insider status as well as the indirect effect of idiosyncratic deals on followship behavior via perceived insider status.

Key words: idiosyncratic deals, perceived insider status, followship behavior, traditionality, modernity

樊子立, 程垦, 马君. 个性化工作协议与追随行为：文化自我表征视角[J]. 管理评论, 2023, 35(10): 218-227.

Fan Zili, Cheng Ken, Ma Jun. Idiosyncratic Deals and Followship Behavior: A Cultural Self-representation Perspective[J]. Management Review, 2023, 35(10): 218-227.

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