Tian Zehui, Yuan Qinghong, Qian Shanshan, Guo Yanhong
Business School, Nankai University, Tianjin, China.
Business School, Guangdong University of Foreign Studies, Guangzhou, China.
Front Psychol. 2022 Dec 2;13:947142. doi: 10.3389/fpsyg.2022.947142. eCollection 2022.
The termination of employment is not the end of an organization-employee relationship. As ex-employees can provide various benefits to their former organizations, and a large number of ex-employees have accumulated in enterprises because of increased employee mobility, research on ex-employees' contribution behavior, and how it is generated are significant to organizations in making use of their ex-employees effectively and consequently improving organizational efficiency. Based on the research into organizational citizenship behavior, Study 1 extended the focus of organizational citizenship behavior research to include ex-employees, introducing the concept of ex-employee citizenship behavior. The measurement of ex-employee citizenship behavior was developed based on Hinkin's tutorial. Using social identity theory, Study 2 discussed how ex-employee citizenship behavior is generated. A two-wave survey of 291 former employees was conducted. Hierarchical regression analysis and the bootstrap method were then applied to test the hypotheses. The results showed that legacy identification was positively related to ex-employee citizenship behavior. Furthermore, the interaction between perceived organizational prestige and perceived insider status was positively related to legacy identification. Perceived organizational prestige and perceived insider status were also indirectly and interactively related to ex-employee citizenship behavior through legacy identification. The positive relationship between legacy identification and ex-employee citizenship behavior was moderated by the cooperative relationship between the current and former organizations. Additionally, the indirect positive effect of the interaction between perceived organizational prestige and perceived insider status on ex-employee citizenship behavior through legacy identification is moderated by the cooperative relationship between the current and former organizations. The theoretical and practical implications of this study were discussed. Finally, the limitations of this study were presented alongside suggestions for future research.
雇佣关系的终止并非组织与员工关系的结束。由于离职员工能为其 former organizations 提供各种益处，且因员工流动性增加，企业中积累了大量离职员工，所以研究离职员工的贡献行为及其产生方式，对于组织有效利用离职员工进而提高组织效率具有重要意义。基于对组织公民行为的研究，研究 1 将组织公民行为研究的重点扩展至包括离职员工，引入了离职员工公民行为的概念。离职员工公民行为的测量是基于欣金的教程开发的。研究 2 运用社会认同理论探讨了离职员工公民行为是如何产生的。对 291 名 former employees 进行了两波调查。然后应用分层回归分析和 Bootstrap 方法来检验假设。结果表明，遗留认同与离职员工公民行为呈正相关。此外，感知到的组织声望与感知到的内部人身份之间的交互作用与遗留认同呈正相关。感知到的组织声望和感知到的内部人身份也通过遗留认同与离职员工公民行为存在间接的交互关系。遗留认同与离职员工公民行为之间的正相关关系受到当前组织与 former organizations 之间合作关系的调节。此外，感知到的组织声望与感知到的内部人身份之间的交互作用通过遗留认同对离职员工公民行为的间接正向影响受到当前组织与 former organizations 之间合作关系的调节。讨论了本研究的理论和实践意义。最后，指出了本研究的局限性并提出了未来研究的建议。
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