Abstract
Temporary employment, compared with permanent employment, impacts on employees’ attitudes and behaviors. This study provides empirical evidence on the relationships between temporary employment and employee’s turnover intention and organizational citizenship behavior. Using a two-wave panel design, we collect data from a sample of 355 employees from 66 teams in four Chinese organizations. Our results show that, temporary employees have higher turnover intention than permanent employees, but in terms of employee’s OCB, the difference between temporary and permanent employees is not significant. Further, we also explore the mechanism how employee’ss organizational identification as a moderator-for temporary employees high in organizational identification, the negative relationships between temporary employment and OCBs and the positive relationships between temporary employment and turnover intention would be both attenuated.
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Acknowledgements
The authors thank for the support by the National Science Foundation of China (Grant No. 71402108), the Humanities and Social Sciences Foundation of the Ministry of Education (Grant No. 14YJC630103), the Fundamental Research Funds for the Central Universities (No. 2016JJ019) and Young Faculty Research Fund of Beijing Foreign Studies University (2016JT003).
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Qian, X., Li, Q., Wu, Q., Wu, Y. (2018). The Impact of Temporary Employment on Employees’ Organizational Citizenship Behavior and Turnover Intention: The Moderating Effect of Organizational Identification. In: Xu, J., Gen, M., Hajiyev, A., Cooke, F. (eds) Proceedings of the Eleventh International Conference on Management Science and Engineering Management. ICMSEM 2017. Lecture Notes on Multidisciplinary Industrial Engineering. Springer, Cham. https://doi.org/10.1007/978-3-319-59280-0_64
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DOI: https://doi.org/10.1007/978-3-319-59280-0_64
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