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

Abstract

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.