身份尴尬与身份辩护：劳务派遣员工组织身份发展过程

doi:10.3724/SP.J.1041.2023.02035

摘要/Abstract

摘要：

劳务派遣员工的双重组织身份具有互补性和动态性特征。现有文献主要探讨单一组织情境下多重身份管理问题, 对员工如何管理具有互补性和动态性的双重组织身份知之甚少。通过对34位来自不同行业的派遣员工访谈及其他数据的质性分析, 文章构建了“劳务派遣员工双重组织身份动态发展模型”: (1)双重组织身份的期望与体验的比较有三种可能结果, “匹配−匹配”推动双重组织身份实现, “不匹配−不匹配”造成双重组织身份破裂, 而“匹配−不匹配”是引发双重组织身份动态管理的主要动因; (2)“匹配−不匹配”使派遣员工陷入身份尴尬, 他们会依据派遣单位和用工单位在身份中的相对重要性, 采用不同身份辩护策略, 身份隔离、身份比较和身份创造三种策略会缓解身份尴尬, 促使双重组织身份实现; 身份反刍策略会造成身份尴尬的进一步恶化, 导致双重组织身份破裂。文章丰富了身份理论和组织社会化理论, 对派遣员工的管理具有指导意义。

关键词: 劳务派遣员工, 双重组织身份, 身份尴尬, 身份辩护, 身份协同

Abstract:

“Where do I belong?” This problem related to the identity of dispatched employees not only complicates their work and life but is key to a series of social problems, such as social injustice and mass unemployment. Although current research provides different perspectives for exploring the identity confusion of dispatched employees, there has been little analysis of the essential cause of this phenomenon: the complementary and dynamic characteristics of the dual organizational identity of dispatched employees. Therefore, little is known about how dispatched employees manage their complementary and dynamic dual organizational identity. What’s more, in the literature of multiple identity management or identity work, many scholars have explored how individuals manage two identities with independent, cross-cutting and nested relationships to achieve self-consistency or integrity. However, management strategies for two identities with a complementary relationship have not been discussed theoretically.

This paper mainly adopts grounded theory to collect and analyze data. Through two-stage interviews (consisting of a survey and an in-depth interview), we collected data from 34 dispatched employees in different industries. The first author also collected the observational data during her internship at a labor dispatch company. The first, the third and the fourth author carried out the open, axial and selective step-by-step coding to construct a dynamic development model of the dual organizational identity of labor dispatched employees

The results indicate three things: (1) In the comparison of expectations and experiences of dual organizational identity, there are three possible outcomes. “Match-match” promotes the realization of a dual organizational identity, “mismatch-mismatch” causes the rupture of a dual organizational identity, and “match- mismatch” is the main motivation for dynamic management of a dual organizational identity. (2) “Match- mismatch” poses a psychological dilemma called identity embarrassment for dispatched employees; they do not know where they belong. They adopt different identity defense strategies (depending on their attention and valence of interpretation) according to the relative importance of the dispatching unit and the employing unit in their identity. Three of these strategies—identity isolation, identity comparison and identity creation — alleviate identity embarrassment and promote the realization of the dual organizational identity. However, the identity rumination strategy further worsens identity embarrassment, leading to the rupture of the dual organizational identity. (3) “Match-match” promotes positive synergy based on social exchange, and “mismatch- mismatch” leads to negative synergy based on economic exchange.

This paper enriches identity theory and organizational socialization in three areas. First, it expands the structural relationship between the two identities by introducing the complementary relationship contained in the dual organizational identity of dispatched employees, which is different from the independent, cross-cutting and nested relationships examined in previous studies. Second, the paper summarizes and refines the concepts of identity embarrassment and identity defense to explain the new identity problem and the identity management strategies adopted by the complementary and dynamic dual organizational identity. Third, the paper introduces the interaction between dual organizational identity and a complementary relationship of those identities, interpreting the positive synergy based on social exchange and negative synergy based on economic exchange. The conclusion of the study has important practical significance. It guides dispatch units and employing units to avoid the identity embarrassment of dispatched employees, and it promotes the realization of dual organizational identity to achieve win-win scenarios among the three parties of labor dispatching.

Key words: dispatched employees, dual organizational identity, identity defense, identity embarrassment, identity synergy

中图分类号:

B849:C93

李路云, 贾良定, 张熠婕, 魏良玉. (2023). 身份尴尬与身份辩护：劳务派遣员工组织身份发展过程. 心理学报, 55(12), 2035-2058.

LI Luyun, JIA Liangding, ZHANG Yijie, WEI Liangyu. (2023). Identity embarrassment and identity defense: The development of organizational identity of dispatched employees. Acta Psychologica Sinica, 55(12), 2035-2058.

图/表 12

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身份显著	结构关系	分析层次	身份问题	研究举例
一个身份在一个情境下显著	独立	集体身份	负面溢出	家庭身份和工作身份(Knapp et al., 2013)
两个身份在一个情境下显著	交叉	个性身份, 关系身份, 集体身份	混淆, 冲突	职业身份与组织身份(Bamber & Iyer, 2002); 合资公司组织身份与其母公司组织身份(Li et al., 2002)
两个身份在一个情境下显著	嵌套	关系身份, 集体身份	趋同, 分化	全球化/国际化跨国公司子公司组织身份与总部组织身份(Vora & Kostova, 2007)

身份显著	结构关系	分析层次	身份问题	研究举例
一个身份在一个情境下显著	独立	集体身份	负面溢出	家庭身份和工作身份(Knapp et al., 2013)
两个身份在一个情境下显著	交叉	个性身份, 关系身份, 集体身份	混淆, 冲突	职业身份与组织身份(Bamber & Iyer, 2002); 合资公司组织身份与其母公司组织身份(Li et al., 2002)
两个身份在一个情境下显著	嵌套	关系身份, 集体身份	趋同, 分化	全球化/国际化跨国公司子公司组织身份与总部组织身份(Vora & Kostova, 2007)

编号	性别	年龄 (岁)	受教育程度	婚姻状况	岗位类型	用工单位类型	派遣时间(月)	以往是否有派遣经历	平均月收入(元)^a	双重组织认同情况(AID, CID)
XZ-01	女	26~29	大学本科	未婚	行政管理	高校	12	无	3000~5000	(低, 低)
SB-02	男	20~25	高中/中专	未婚	设备操作工	企业	11	有	3000~5000	(高, 低)
GC-03	男	26~29	高中/中专	未婚	工程项目管理员	企业	11	有	5000~10000	(高, 高)
XZ-04	女	26~29	大学本科	未婚	行政管理	企业	11	有	5000~10000	(低, 低)
XZ-05	女	26~29	大学本科	已婚, 有子	行政管理	事业单位	6	无	3000~5000	(低, 低)
SB-06	男	30~35	高中/中专	已婚, 有子	设备操作工	企业	8	有	3000~5000	(高, 高)
XZ-07	女	26~29	大学本科	未婚	行政管理	企业	12	无	3000~5000	(低, 低)
CP-08	男	20~25	大学本科	未婚	产品检测员	企业	12	无	5000~10000	(高, 高)
GC-09	男	30~35	大学专科	已婚, 无子	工程项目管理员	企业	12	有	10000~20000	(低, 高)
SB-10	男	20~25	大学本科	未婚	设备操作工	企业	12	无	3000~5000	(高, 高)
CP-11	男	20~25	大学本科	未婚	产品检测员	企业	9	有	~	(高, 低)
QT-12	女	30~35	大学专科	已婚, 有子	库房管理	企业	6	有	3000~5000	(高, 高)
		……				……
GC-18	男	20~25	大学本科	未婚	工程项目管理员	企业	10	无	3000~5000	(低, 低)
XZ-19	男	26~29	大学本科	未婚	行政管理	事业单位	12	无	2000~3000	(低, 低)
XZ-20	女	30~35	大学本科	已婚, 有子	行政管理	事业单位	20	有	~	(高, 低)
CX-21	女	26~29	大学专科	未婚	程序员	企业	12	有	5000~10000	(高, 低)
		……				……
QT-26	女	30~35	大学专科	已婚, 有子	招投标专员	企业	11	有	3000~5000	(低, 高)
		……				……
XZ-29	女	26~29	硕士及以上	未婚	行政管理	企业	8	无	3000~5000	(高, 低)
QT-30	女	30~35	大学本科	未婚	咖啡店经理助理	企业	9	无	5000~10000	(低, 低)
		……				……
CP-34	女	20~25	大学本科	已婚, 无子	产品检测员	企业	9	无	3000~5000	(低, 低)

编号	性别	年龄 (岁)	受教育程度	婚姻状况	岗位类型	用工单位类型	派遣时间(月)	以往是否有派遣经历	平均月收入(元)^a	双重组织认同情况(AID, CID)
XZ-01	女	26~29	大学本科	未婚	行政管理	高校	12	无	3000~5000	(低, 低)
SB-02	男	20~25	高中/中专	未婚	设备操作工	企业	11	有	3000~5000	(高, 低)
GC-03	男	26~29	高中/中专	未婚	工程项目管理员	企业	11	有	5000~10000	(高, 高)
XZ-04	女	26~29	大学本科	未婚	行政管理	企业	11	有	5000~10000	(低, 低)
XZ-05	女	26~29	大学本科	已婚, 有子	行政管理	事业单位	6	无	3000~5000	(低, 低)
SB-06	男	30~35	高中/中专	已婚, 有子	设备操作工	企业	8	有	3000~5000	(高, 高)
XZ-07	女	26~29	大学本科	未婚	行政管理	企业	12	无	3000~5000	(低, 低)
CP-08	男	20~25	大学本科	未婚	产品检测员	企业	12	无	5000~10000	(高, 高)
GC-09	男	30~35	大学专科	已婚, 无子	工程项目管理员	企业	12	有	10000~20000	(低, 高)
SB-10	男	20~25	大学本科	未婚	设备操作工	企业	12	无	3000~5000	(高, 高)
CP-11	男	20~25	大学本科	未婚	产品检测员	企业	9	有	~	(高, 低)
QT-12	女	30~35	大学专科	已婚, 有子	库房管理	企业	6	有	3000~5000	(高, 高)
		……				……
GC-18	男	20~25	大学本科	未婚	工程项目管理员	企业	10	无	3000~5000	(低, 低)
XZ-19	男	26~29	大学本科	未婚	行政管理	事业单位	12	无	2000~3000	(低, 低)
XZ-20	女	30~35	大学本科	已婚, 有子	行政管理	事业单位	20	有	~	(高, 低)
CX-21	女	26~29	大学专科	未婚	程序员	企业	12	有	5000~10000	(高, 低)
		……				……
QT-26	女	30~35	大学专科	已婚, 有子	招投标专员	企业	11	有	3000~5000	(低, 高)
		……				……
XZ-29	女	26~29	硕士及以上	未婚	行政管理	企业	8	无	3000~5000	(高, 低)
QT-30	女	30~35	大学本科	未婚	咖啡店经理助理	企业	9	无	5000~10000	(低, 低)
		……				……
CP-34	女	20~25	大学本科	已婚, 无子	产品检测员	企业	9	无	3000~5000	(低, 低)

访谈数据及相应标签	一阶概念	二阶概念	核心概念
$\bullet$毕竟我要养孩子, 我肯定要选择稳定一点的, 有保底工资, 然后又可以抽成的嘛。……自己如果有活的话, 天天能干的话自己干比较可观嘛, 然后, 但是不稳定嘛, 也有可能就是干一个月休三个月中, 说不准, 所以说还是呆在公司。这也是当时选择这家派遣公司主要的, 主要的原因。【A-期望收入稳定】(SB-06-176)	满足家庭基本开支	养家求稳需要	双重组织身份期望
$\bullet$当时是考虑了派遣公司有很多工作地点, 容易选一些离家近一点的地点。因为我女儿才一岁不到, 像我一周或半个月回家看孩子, 就很方便。【A-期望工作不影响照看孩子】(CX-23-283) $\bullet$人才公司在家附近, 给你介绍的工作也在家附近, 在城市里……因为我是独生, 家里就我一个孩子, 上班想离家近些, 稍稍看看父母。【A-期望工作不影响照看父母】(CP-34-45)	满足家庭角色要求
$\bullet$20年疫情, 当时疫情并不是很好那个什么(找工作)。所以就选择了这家(派遣单位)……它能很快帮忙找到工作, 先解决吃饭问题嘛。【A-温饱压力】(CX-22-173)	暂时缓解个人生存压力
$\bullet$实际上, 来这儿的原因的话主要也是, 嗯, 想来一些, 在国内吧, 比较有名的公司来看一下, 涨涨见识之类的那种, 去学习一下他们的那个, 学习他们的技术呀……规范之类的东西。【C-工作技能未来提升】(CX-22-151)	未来自我提升	曲线成长需要
$\bullet$我在北方, 南方相对来说多。北方不是很多, 但是肯定就是现在这个, 咱们国内对于这个半导体行业他挺扶持的, 我感觉应该是有作用。【C-行业未来发展前景】(SB-13-61)	职业发展前景
$\bullet$如果不是派遣, 我不能来这里工作呀。因为, 他没有名额了, 就是正式岗位的名额了, 只能派遣呀。【C-直接雇佣名额少】(XZ-04-121) $\bullet$人家门槛就是985、211的研究生, 本科还是得985、211, 是基本门槛, 你没有这个门槛, 你连递到人家面前的简历都没有这机会……【C-招聘要求高】(CX-23-220)	低门槛进入用工单位
$\bullet$(派遣单位所在的集团公司)应该算是县里面的第二大企业了【A-行业排名】(XZ-19-223) $\bullet$我就看到这家公司……他们, 哎呦……他们是有国有的, 而且他们大股东是上市公司, 而且做到国内的number one。【C-行业排名】 (SB-13-65)	组织地位	表层认同需要
$\bullet$这个派遣公司也算是行业内比较好的。工资社保都没问题。【A-行业内信誉】(GC-09-93) $\bullet$再一个就是……, 父母那一辈就觉得是个比较, 怎么说, 体面的工作, 说出去也好听。【C-工作体面】(XZ-14-162)	组织声誉	表层认同需要