Insider Identity and Laziness Regulated by Moral Identity, Collectivism Human Resource Management

Abstract

This study mainly discusses the influence of oriental collectivism human resource management on employees' laziness behaviour under the practice of Chinese management and verifies the adjusted intermediary effect by coefficient product method. The empirical results show that collectivism human resource management can improve the sense of belonging of employees and make employees feel that they are "their own people", while whether "one's own person" can make employees reduce laziness at work is regulated by moral factors. For employees with a high level of moral identity (higher than 4.693, 6 points), the sense of belonging can control laziness, and the higher the moral identity, the stronger the control effect; but for the When the moral identity is at a low level (below 2.240, 6 points), the sense of belonging will have a negative effect, that is, to promote lazy behaviour, and the lower the moral identity, the stronger the promotion effect, and on the whole, the degree of influence when it has a negative effect is greater than that when it has a positive effect. Therefore, although collectivism human resource management can improve the sense of belonging of employees, in order to control the laziness of employees, it is necessary to enhance the moral identity of employees at the same time, otherwise,it will be counterproductive. This study analyses the mechanism of situational management practice on employee behaviour and provides a reference for the fine analysis of adjustment effect.