临时知识型员工自主性动机激发:关系导向人力资源管理建构及其作用机理  

The temporary knowledge workers’autonomous motivation:Relationship-oriented human resource management construction and its mechanism

作　　者：刘小浪 刘善仕[2] 赵瑜[3] 秦传燕 陆文珠 LIU Xiaolang;LIU Shanshi;ZHAO Yu;QIN Chuanyan;LU Wenzhu(School of Management,Guangdong University of Technology,Guangzhou 510641,China;School of Business Administration,South China University of Technology,Guangzhou 510641,China;Guangdong Songshan Vocational and Technical College,Shaoguan 511000,China)

机构地区：[1]广东工业大学管理学院,广州610000 [2]华南理工大学工商管理学院,广州610000 [3]广东松山职业技术学院,韶关512126

出　　处：《心理科学进展》2021年第9期1534-1550,共17页Advances in Psychological Science

基　　金：国家自然科学基金资助项目(71832003,72002072);教育部人文社科青年资助项目(19YJC630106);广东省哲学社会科学规划项目(GD20YGL01);广州市哲学社会科学十三五规划项目(2020GZQN04)。

摘　　要：快速变化的技术需求使得人才外部化,人才共享成为组织获取技能型、知识型人才的重要方式。共享经济背景下的人力资源管理属于新兴研究领域,企业在管理临时知识型员工面临很大挑战。由于身份的外部性、临时性,员工关系基础薄弱,临时知识型员工专业能力发挥受限,工作场所关系需求受阻,导致自主性动机不足,影响绩效产出,而传统对外部员工的契约型管理难以解决以上问题。针对嵌入团队工作的临时知识型员工,研究基于关系型协调理论探索关系导向人力资源管理实践构成。在此基础上,结合自我决定理论探讨关系导向人力资源管理实践提升临时知识型员工绩效的作用机理,验证从自主性动机来源、自主性动机激发到自主性动机结果的路径机制。对关系导向人力资源管理实践内容和效用探讨有助于深入理解临时知识型员工的管理,为共享经济背景下新型用工管理实践提供启示。The rapidly changing technology environment makes"talent sharing"as a key way to acquire the required skilled and knowledge workers for organizations.Research on human resources management in sharing economy is an emerging field.Enterprises are facing great challenges for management on temporary knowledge workers.Due to the external identity and the weak relationship base with coworkers,the basic needs of competence and relatedness of temporary knowledge worker’are hindered,resulting in insufficient autonomic motivation,which in turn affect the performance.Moreover,the problem above couldn’t be solved on the contract-based management totally.For temporary knowledge workers embedded in team work,the research explores the relationship-oriented human resource management practices based on the relational coordination theory.The self-determination theory is used to explore how does the relationshiporiented HR improve the performance of temporary knowledge employees.We verify the path from the source(relationship-oriented HRP;high-quality relationship),the process(satisfaction of competence and relatedness need)and the results of autonomous motivation(knowledge sharing intention,knowledge sharing behaviors and job satisfaction).Research on the content and utility of relationship-oriented HRP is helpful for a deeper understanding on the management of temporary knowledge workers and provides implication for management practices in sharing economy.

关 键 词：关系导向人力资源管理实践 高质量关系 关系型合作 自主性动机 合作绩效 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]