How employment relationship types influence employee work outcomes: The role of need for status and vigor

The use of temporary employment has increased in China, but few studies to date have analyzed the outcomes of the employment relationship type (permanent vs. temporary) from the perspective of psychological compensation. In this study, we examine the moderating effect of employees' need for status on their responses to an organization's permanent versus temporary employment relationship practices. Based on symbolic self-completion theory, we hypothesize that, compared to those with a permanent employment relationship, employees with a temporary employment relationship exhibit higher levels of vigor when they have a higher (vs. lower) need for status. Furthermore, we hypothesize that higher levels of vigor motivate employees to work better and voice more. A survey study conducted in China with 303 employees and their managers from governmental organizations and state-owned enterprises provides support for these hypotheses. The paper concludes with a discussion of theoretical and practical implications.

Automated summary

This study examines the impact of employees' need for status on their responses to permanent and temporary employment relationships. It finds that temporary employees with higher status needs show higher levels of vigor, which in turn motivates them to work better and speak up more. A survey study in China provides support for these findings and discusses their theoretical and practical implications.