The impact of non-standard work arrangements and communication climate on organisational and team identification and work-related outcomes amongst millennials in Chile and the UK

Previous research has found inconsistent results on the impact of work-status (permanent vs. fixed term vs. causal work) on attitudinal and behavioural outcomes. This study explored this topic from a social identity perspective and examines the effect of communication climate, organisational and team identification on job-affective well-being, organisational commitment and intentions to recommend. In Study 1, 631 professionals working in Chile completed our survey. In Study 2, which was pre-registered, 520 professionals from the UK completed the same survey. In both studies we conducted multi-group path analyses comparing employees with three work-statuses: permanent, fixed-term, and casual workers (Study 1: n = 369, 129, and 131, respectively; Study 2: n = 438, 53, and 34, respectively). We found work-status influenced the relationship between organisational and team identification with job-affective well-being, but not with organisational citizenship behaviour or intentions to recommend. Across all groups, communication climate was an important predictor for identification measures, job-affective well-being and intention to recommend. These findings offer an understanding of the dynamics of social identification in the workplace that are related to work-status in the context of two different countries; Chile, a country that is characterised by high rates of fixed-term and casual job agreement and the UK, which has comparatively fewer non-standard work-arrangements. peerReviewed publishedVersion

过往研究针对雇佣状态（work-status）——即长期合同制、固定期限合同与临时零工——对态度与行为结果的影响，所得出的结论并不一致。本研究从社会认同视角（social identity perspective）出发探讨该主题，并检验了沟通氛围、组织认同与团队认同对工作情感福祉（job-affective well-being）、组织承诺及推荐意向的影响。
研究1纳入631名智利职场从业者完成本调查问卷；预注册的研究2则招募了520名英国职场从业者完成相同问卷。两项研究均采用多群组路径分析，对比了三类雇佣状态的员工：长期合同制、固定期限合同与临时零工（研究1的样本量分别为369、129与131；研究2的样本量分别为438、53与34）。
研究结果显示，雇佣状态会影响组织认同、团队认同与工作情感福祉之间的关系，但对组织公民行为或推荐意向无显著作用。
在所有组别中，沟通氛围均为认同维度、工作情感福祉与推荐意向的重要预测变量。
本研究的发现有助于理解两类不同国家背景下与雇佣状态相关的职场社会认同动态机制：智利以高比例的固定期限合同与临时用工协议为特征，而英国的非标准工作安排（non-standard work-arrangements）占比相对较低。
本研究为经同行评审的正式发表版本。