内部人身份认知研究述评
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外国经济与管理 2015 年 第 37 卷第 04 期, 页码：
摘要
参考文献
摘要
内部人身份认知是指员工对自己作为组织成员所获得的个人空间和接受程度的感知。这一概念从一个全新的角度解释组织与员工的关系，并为组织提升员工工作绩效、满意度和组织公民行为提供了新思路。本文从内部人身份认知的概念、结构与测量、影响因素、影响结果等方面，对已有研究进行了回顾和评析，并探讨了该领域未来的研究方向。
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［2］ArmstrongStassen M and Schlosser F. Perceived organizational membership and the retention of older workers［J］. Journal of Organizational Behavior, 2011, 32(9): 319-344.
［3］Bauer T N and Erdogan B. Organizational socialization: The effective onboarding of new employees［A］. in Zedeck S (Ed.). APA handbook of industrial and organizational psychology［C］. Washington, DC, US: American Psychological Association, 2011: 51-64.
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［5］Buonocore F, Metallo C and Salvatore D. Behavioural consequences of job insecurity and perceived insider status for contingent workers［R］. Working Paper, System Congress, 2009.
［6］Chen Z X and Aryee S. Delegation and employee work outcome: An examination of the cultural context of Mediating processes in China［J］. Academy of Management Journal, 2007, 50(1): 226-238.
［7］De Cuyper N, De Jong J, De Witte H, Isaksson K, Rigotti T and Schalk R. Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model［J］. International Journal of Management Review, 2008, 10(1): 25-51.
［8］Greenberger D B and Strasser S. The development and application of a model of personal control in organizations［J］. Academy of Management Review, 1986, 11(1): 164-177.
［9］Guerrero S, Sylvestre J and Muresanu D. Prodiversity practices and perceived insider status［J］. Cross Cultural Management, 2013, 20(1): 5-19.
［10］Kim T, Hon A H Y and Crant J M. Proactive personality, employee creativity, and newcomer outcomes: A longitudinal study［J］. Journal of Business Psychology, 2009, 24(1): 93-103.
［11］Knapp J R, Smith B R and Sprinkle T A. Clarifying the relational ties of organizational belonging: Understanding the roles of perceived insider status, psychological ownership, and organizational identification［J］. Journal of Leadership & Organizational Studies, 2014, 21(3): 273-285.
［12］Lapalme M, Stamper C L, Simard G and Tremblay M. Bring the outsider in: Can “external” workers experience insider status?［J］. Journal of Organizational Behavior, 2009, 30(1): 919-940.
［13］Li J S, Wu L Z, Liu D, Kwan H K and Liu J. Insiders maintain voice: A psychological safety model of organizational politics［J］. Asia Pacific Journal of Management, 2014, 31(3): 853-874.
［14］Mael F and Ashforth B E. Alumni and their alma mater: A partial test of the reformulated model of organizational identification［J］. Journal of Organizational Behavior, 1992, 13(2): 103-123.
［15］Masterson S S and Stamper C L. Perceived organizational membership: An aggregate framework representing the employeeorganization relationship［J］. Journal of Organizational Behavior, 2003, 24(4): 473-490.
［16］McMillan D W and Chavis D M. Sense of community: A definition and theory［J］. Journal of Community Psychology, 1986, 14(1): 6-23.
［17］Stamper C L and Masterson S S. Insider or outsider? How employee perceptions of insider status affect their work behavior［J］. Journal of Organizational Behavior, 2002, 23(8): 875-894.
［18］Stamper C L, Masterson S S and Knapp J. A typology of organization membership: Understanding different membership relationships through the lens of social exchange［J］. Management and Organization Review, 2009, 5(3): 303-328.
［19］Steffen R and Christopher R. Differential effects of empowering leadership on inrole and extrarole employee behaviors: Exploring role of psychological empowerment and power values［J］. Human Relations, 2010, 63(11): 1743-1770.
［20］Wang J and Kim T. Proactive socialization behaviour in China: The mediating role of perceived insider status and the moderating role of supervisor’s traditionality［J］. Journal of Organizational Behavior, 2013, 34(3): 389-406.
［21］Zhao H D, Kessel M and Kratzer J. Supervisorsubordinate relationship, differentiation, and employee creativity: A selfcategorization perspective［J］. Journal of Creative Behavior, 2014, 48(3):165-184.
［22］汪林, 储小平, 倪婧. 领导—部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究［J］. 管理世界, 2009, (1): 97-107.
［23］汪林, 储小平, 黄嘉欣, 陈戈. 与高层领导的关系对经理人“谏言”的影响机制［J］. 管理世界, 2010, (5): 108-117.
［24］尹俊, 王辉, 黄鸣鹏. 授权赋能领导行为对员工内部人身份感知的影响: 基于组织的自尊的调节作用［J］. 心理学报, 2012, 44(10): 1371-1382.
［25］俞明传, 顾琴轩, 朱爱武. 员工实际介入与组织关系视角下的内部人身份感知对创新行为的影响研究［J］. 管理学报, 2014, 11(6): 836-843.
［2］ArmstrongStassen M and Schlosser F. Perceived organizational membership and the retention of older workers［J］. Journal of Organizational Behavior, 2011, 32(9): 319-344.
［3］Bauer T N and Erdogan B. Organizational socialization: The effective onboarding of new employees［A］. in Zedeck S (Ed.). APA handbook of industrial and organizational psychology［C］. Washington, DC, US: American Psychological Association, 2011: 51-64.
［4］Borman W C and Motowidlo S J. Expanding the criterion domain to include elements of contextual performance［A］. in Schmitt N, Borman W C and Associates(Eds.). Personnel selection in organizations［C］. San Francisco, CA: JosseyBass, 1993: 71-98.
［5］Buonocore F, Metallo C and Salvatore D. Behavioural consequences of job insecurity and perceived insider status for contingent workers［R］. Working Paper, System Congress, 2009.
［6］Chen Z X and Aryee S. Delegation and employee work outcome: An examination of the cultural context of Mediating processes in China［J］. Academy of Management Journal, 2007, 50(1): 226-238.
［7］De Cuyper N, De Jong J, De Witte H, Isaksson K, Rigotti T and Schalk R. Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model［J］. International Journal of Management Review, 2008, 10(1): 25-51.
［8］Greenberger D B and Strasser S. The development and application of a model of personal control in organizations［J］. Academy of Management Review, 1986, 11(1): 164-177.
［9］Guerrero S, Sylvestre J and Muresanu D. Prodiversity practices and perceived insider status［J］. Cross Cultural Management, 2013, 20(1): 5-19.
［10］Kim T, Hon A H Y and Crant J M. Proactive personality, employee creativity, and newcomer outcomes: A longitudinal study［J］. Journal of Business Psychology, 2009, 24(1): 93-103.
［11］Knapp J R, Smith B R and Sprinkle T A. Clarifying the relational ties of organizational belonging: Understanding the roles of perceived insider status, psychological ownership, and organizational identification［J］. Journal of Leadership & Organizational Studies, 2014, 21(3): 273-285.
［12］Lapalme M, Stamper C L, Simard G and Tremblay M. Bring the outsider in: Can “external” workers experience insider status?［J］. Journal of Organizational Behavior, 2009, 30(1): 919-940.
［13］Li J S, Wu L Z, Liu D, Kwan H K and Liu J. Insiders maintain voice: A psychological safety model of organizational politics［J］. Asia Pacific Journal of Management, 2014, 31(3): 853-874.
［14］Mael F and Ashforth B E. Alumni and their alma mater: A partial test of the reformulated model of organizational identification［J］. Journal of Organizational Behavior, 1992, 13(2): 103-123.
［15］Masterson S S and Stamper C L. Perceived organizational membership: An aggregate framework representing the employeeorganization relationship［J］. Journal of Organizational Behavior, 2003, 24(4): 473-490.
［16］McMillan D W and Chavis D M. Sense of community: A definition and theory［J］. Journal of Community Psychology, 1986, 14(1): 6-23.
［17］Stamper C L and Masterson S S. Insider or outsider? How employee perceptions of insider status affect their work behavior［J］. Journal of Organizational Behavior, 2002, 23(8): 875-894.
［18］Stamper C L, Masterson S S and Knapp J. A typology of organization membership: Understanding different membership relationships through the lens of social exchange［J］. Management and Organization Review, 2009, 5(3): 303-328.
［19］Steffen R and Christopher R. Differential effects of empowering leadership on inrole and extrarole employee behaviors: Exploring role of psychological empowerment and power values［J］. Human Relations, 2010, 63(11): 1743-1770.
［20］Wang J and Kim T. Proactive socialization behaviour in China: The mediating role of perceived insider status and the moderating role of supervisor’s traditionality［J］. Journal of Organizational Behavior, 2013, 34(3): 389-406.
［21］Zhao H D, Kessel M and Kratzer J. Supervisorsubordinate relationship, differentiation, and employee creativity: A selfcategorization perspective［J］. Journal of Creative Behavior, 2014, 48(3):165-184.
［22］汪林, 储小平, 倪婧. 领导—部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究［J］. 管理世界, 2009, (1): 97-107.
［23］汪林, 储小平, 黄嘉欣, 陈戈. 与高层领导的关系对经理人“谏言”的影响机制［J］. 管理世界, 2010, (5): 108-117.
［24］尹俊, 王辉, 黄鸣鹏. 授权赋能领导行为对员工内部人身份感知的影响: 基于组织的自尊的调节作用［J］. 心理学报, 2012, 44(10): 1371-1382.
［25］俞明传, 顾琴轩, 朱爱武. 员工实际介入与组织关系视角下的内部人身份感知对创新行为的影响研究［J］. 管理学报, 2014, 11(6): 836-843.
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赵红丹, 汤先萍. 内部人身份认知研究述评[J]. 外国经济与管理, 2015, 37(4): 0.
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