时尚行业派遣员工获得主观职业成功的途径——无边界职业态度视角的研究

The Ways for Dispatched Employees in the Fashion Industry to Achieve Subjective Career Success—A Research from the Perspective of Career Boundarylessness

摘要: 随着劳动力市场的发展与变革，越来越多的员工与组织间建立了不同于传统的雇佣关系，具有双重职业身份的员工成为了组织需要关注的对象。越来越多的研究开始讨论该群体要如何提高绩效表现、获得成功。本研究以时尚行业派遣员工为研究对象，探讨他们的无边界职业态度对主观职业成功的影响。基于社会认同与职业发展理论，本研究重点探讨双重组织认同在其中起到的中介作用以及用工单位团队沟通的边界效应。本研究采用线上线下相结合的方式发放问卷，对416名时尚行业的派遣员工搜集数据并进行分析。结果表明，无边界职业态度发挥不同作用，其中的无边界思想能通过提升双重组织认同正向影响主观职业成功，而组织流动性偏好则会降低双重组织认同进而负向影响主观职业成功。同时，用工单位团队沟通在双重组织认同与主观职业成功之间起到调节作用。本研究同时考虑了个体层面和团队层面的因素，针对同时具有双重组织情境的派遣员工构建了一个影响主观职业成功的机制，有助于深化对该群体职业发展的理解，也为涉及派遣员工的人力资源管理实践提供了启示。

Abstract: With the development and transformation of the labor market, an increasing number of employees have established employment relationships with organizations that are different from the traditional ones. Organizations need to pay attention to the group of employees with dual organizational identities. More and more research has begun to discuss how this group can improve their performance and achieve success. This study takes dispatched employees in the fashion industry as the research object and explores the impact of their career boundarylessness on subjective career success. Based on the Social Identity Theory of and Career Development Theory, this study focuses on the mediating role of dual organizational identification and the boundary effect of team communication in the employing organization. This study adopted a combination of online and offline methods to distribute questionnaires and collected data from 416 dispatched employees in the fashion industry. Data analyses results show that the two dimensions of career boundarylessness play different roles. The boundaryless mindset can positively influence subjective career success by enhancing dual organizational identity, while organizational mobility preference reduces dual organizational identity and negatively affects subjective career success. At the same time, team communication in the employing organization plays a moderating role between dual organizational identification and subjective career success. This study considers both individual-level and team-level factors, constructing a mechanism influencing subjective career success for dispatched employees with dual organizational contexts. This study helps deepen the understanding of the career development of this group and provides implications for human resource management practices involving dispatched employees.