Examining the effects of work externalization through the lens of social identity theory.
基于社会认同理论，研究临时工与内部员工的工作身份差异如何影响员工的自尊、信任、吸引力和利他行为，发现这种差异主要对内部员工在临时工占多数的团队中产生负面影响。
This study examines whether dissimilarity among employees that is based on their work status (i.e., whether they are temporary or internal workers) influences their organization-based self-esteem, their trust in and attraction toward their peers, and their altruism. A model that is based on social identity theory posits that work status dissimilarity negatively influences each outcome variable and that the strength of this relationship varies depending on whether employees have temporary or internal status and the composition of their work groups. Results that are based on a survey of 326 employees (189 internal and 137 temporary) from 34 work groups, belonging to 2 organizations, indicate that work-status dissimilarity has a systematic negative effect only on outcomes related to internal workers when they work in temporary-worker-dominated groups.