The Effects Of The Loyoff Event On Occupational Stigma Of HR And Caring Type Of Organizational Ethical Climate

From the announcement of an enterprise in Yunnan Province to remove its Human Resources Department to Byte Dance’s removal of the Talent Development Center,it seems that HR occupational stigma evaluation has also been in flood,such the evaluation as “worthless”,“useless” and “make a fuss over a trifle”.In fact,talents are the core competitiveness of an enterprises,and the HR department that effectively manages the talents should also become the core department,where HR should gain respect.Why is there such a situation of widespread stigmatization? This research holds the opinion that it may be related to some specific events,especially Enterprise Downsizing Events under the background of the pandemic,which may deepen the misunderstanding of HR.Therefore,this research attempts to study the cause and results of HR occupational stigma evaluation with the Event System Theory.Based on the Event System Theory and from the perspective of others,this research studies the impact of Enterprise Downsizing Events on the HR occupational stigma evaluation under the background of the pandemic,as well as the follow-up results.This research takes the staff except HR in enterprises as the research object and carries out two rounds of questionnaire surveys by means of Sojump and Wechat after adjusting the existing maturity scale,and 200 pieces of valid questionnaire samples are received.After data cleaning and based on the statistics and analysis of the survey data,the assumptions of this research has been verified and the research results has been obtained.The three verified conclusions in this dissertation are as follows:(1)Enterprise downsizing events have a positive effect on HR occupational stigma evaluation;(2)HR occupational stigma evaluation has a negative effect on the caring organizationnal ethical climate;(3)HR occupational stigma evaluation acts as an intermediary between the downsizing events and the caring organizationnal ethical climate.The innovation and contribution of this dissertation are as follows: First of all,this dissertation expands the research perspective of occupation stigma—from self-perception to others’ evaluation,for the existing research generally focuses on the impact of the occupational stigma perceived by practitioners on themselves,and few research focuses on the impact of others’ evaluation on others.Secondly,this dissertation also enriches the theoretical perspectives of the occupational stigma research.The existing research mainly explains the impact of and the response to occupational stigma perception from Social Identity Theory,Cognitive Dissonance Theory and others.This research explores the cause and boundary conditions of HR occupational stigma evaluation from the Event System Theory.Thirdly,this dissertation focuses on the occupational stigma of more general occupations and its impact.Most of the existing research is carried out to study the stigma of a few special occupations,dirty and rough jobs of low occupational prestige and occupations of high occupational prestige,while HR is just one of the general occupations,and thus this dissertation can provide the practical guidance to explore the cause of and the solution to the occupational stigma of general occupations.