中文摘要：

文章以文献研究和深度访谈为基础，结合问卷调查所获的数据资料，编制了员工身份“差序格局”问卷。274份有效问卷的探索性因子分析表明，身份“差序格局”包括经济剥夺感、差序对待感和权力偏移感3个维度。为了进一步验证身份“差序格局”的构想效度，并考察问卷的信度与校标效度，对74家企事业单位进行了调查，获得了519份有效问卷。验证性因子分析结果支持身份“差序格局”问卷的结构，信度和多元回归分析的结果显示，身份“差序格局”问卷具有较好的信度和效度。最后，结合本土文化情境，围绕身份“差序格局”对组织不公正、组织负向认同、伤感度和反生产行为的差异化效应及其诱因进行分类梳理，强化了身份“差序格局”结构的说服力和解释力。

英文摘要：

Based on the literature research and in-depth interviews,combining the data collected from questionnaires,this paper compiles the questionnaire of “differential mode”of employee status. Through the exploratory factor analysis of the 274 valid questionnaires,we find that“differential mode”of status contains three dimensions：differential income perception,differential power orientation and differential treatment feeling. In order to further verify the construct validity ,reliability and criterion validity of the questionnaire,we make a survey of 74 state-owned enterprises and institutions,and receive 519 valid questionnaires. The confirmatory factor analysis supports the structure of the questionnaire. The results of multiple regression analysis show that the questionnaire of “differential mode”of status is of good reliability and validity. Finally, we,according to the native cultural context,make the structure of“differential mode”of status more persuasive and explanatory by classifying and teasing out its impact on organizational injustice,organizational negative identity,perception of sadness and counterproductive behavior.