ISSN 0439-755X
CN 11-1911/B

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  1. 1. 宁波大学
    2. 浙江大学管理学院
  • 收稿日期:2020-12-20 修回日期:2021-08-18 发布日期:2021-09-26
  • 通讯作者: 严进2
  • 基金资助:

How does occupational stigma lead to occupational disidentification through implicated family stigma: a research based on identity boundary and familism theories

Hao Ji1,Jin Yan 1   

  • Received:2020-12-20 Revised:2021-08-18 Published:2021-09-26
  • Contact: Jin Yan

摘要: 职业污名对从业者的工作态度和工作行为有着重要的影响,而以往研究只从个体职业身份的视角出发来解释职业污名的作用,忽略了从业者个体身份的多重属性。本研究基于身份边界理论和家族主义理论,指出职业污名同样会影响从业者的群体身份,尤其是家庭身份,并通过这一机制影响从业者的工作态度。本研究通过对多个行业的283名从业者的三轮次问卷调研发现,职业污名会引发牵连家人污名,牵连家人污名与家庭卷入的交互则会影响职业不认同,即高水平的家庭卷入将增强牵连家人污名与职业不认同的正向关系。

关键词: 职业污名, 牵连家人污名, 家庭卷入, 职业不认同

Abstract: Commonly employees more or less have the experience of being stigmatized in their work. Past studies mainly tried to explore the influence of occupational stigma on individuals’ job attitudes and behaviors. They found occupational stigma is likely to entail employees’ feeling of disrespect, negative emotion, and relative deprivation. And most of studies also reported that occupational stigma has negative effect on employees’ job withdraw, work engagement, occupational identification, and well-being. However, past studies mainly explain the effect of occupational stigma through its influence on individuals’ occupational identity, and overlook the fact that individuals have multiple identities besides occupational identity. Based on identity boundary theory and familism theory, this study suggests that occupational stigma would exsert influence on employee’s family. That is, employee’s family is also stigmatized because of the employee’s occupation, which is defined as implicated family stigma in this study. It occurs because that individual identity and family identity are usually integrated, especially in the society that is heavily influenced by familism. This oneness between individual and family identity leads to the spread of employee’s occupational stigma to employee’s family. Implicated family stigma enables employees disidentify their occupational identity, especially for the employees who are highly involved in their families. These employees regard their family identity as key element in their self-concept, and tend to integrate other identities based on family identity. Under this condition, implicated family stigma is a direct threaten to the employees’ key self-concept. In order to decrease the conflict between occupational identity and family identity or attenuate threaten to self-concept, employees are more likely to show disidentification with their occupation. This study surveyed 289 employees across various jobs to test these hypotheses. 283 participants completed the whole three-round survey and were included in the data analysis. Results of data analysis showed that occupational stigma is positively related to implicated family stigma. And the interaction of implicated family stigma and family involvement is associated to occupational disidentification, such that the positive relationship between implicated family stigma and occupational disidentification is stronger when family involvement is high. The findings of this study extend the research on occupational stigma by introducing a mechanism that influence employees’ job attitude through its effect on group identity rather than on occupational identity. This study also contributes to the literature by providing a multiple identity perspective to explain to the effect of occupational sigma. Moreover, this study is among the first to test the theory of identity boundary and familism. Finally, this study is helpful to the managerial coping strategies to occupational stigma.

Key words: occupational stigma, implicated family stigma, family involvement, occupational disidentification