为什么外包对某些员工有利而对另一些员工不利?需求和资源如何调节结果

IF 4.2 3区 管理学 Q1 PUBLIC ADMINISTRATION
Gustav Egede Hansen
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引用次数: 0

摘要

有关公共部门外包的研究主要集中在成本和质量方面,而有关外包对员工影响的研究却很少。基于竞争的加剧和私有化,本研究假设外包对员工的工作投入和职业倦怠有负面影响,当工作要求高且资源有限时,负面影响更大。本研究利用独特的调查和行政数据,对外包雇员和从事类似工作的公职人员的结果进行了比较。分析表明,外包员工的敬业度明显较低,工作倦怠感较高,而进一步的分析表明,当工作要求较高时,外包员工的工作情况较差,但当工作要求较低时,外包员工受到的影响相同或较小。最后,分析表明,外包对资源较少的员工有明显的不利影响。这些结果加深了我们对外包如何影响公职人员的理解,并强调了不同员工之间后果分布的不均衡性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Why Is Outsourcing Good for Some Employees and Bad for Others? How Demands and Resources Moderate the Outcome
Research on public sector outsourcing primarily focuses on costs and quality, whereas studies investigating the consequences for personnel exposed to outsourcing are scarce. Based on increased competition and private ownership, this study hypothesizes that outsourcing negatively affects employee job engagement and burnout, with more adverse consequences when job demands are high and resources are limited. With unique survey and administrative data, the study compares outcomes for outsourced employees and public employees in similar jobs. The analysis shows that outsourced employees have significantly lower engagement and higher burnout, while further analysis shows that outsourced employees are worse off when job demands are high but equally or less affected when job demands are low. Finally, the analysis shows that outsourcing has significant, adverse consequences for less resourceful employees. The results advance our understanding of how outsourcing influences public personnel and highlights the uneven distribution of consequences across employees.
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来源期刊
CiteScore
9.70
自引率
7.70%
发文量
33
期刊介绍: The Review of Public Personnel Administration publishes articles that reflect the varied approaches and methodologies used in the study and practice of public human resources management and labor.
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