基于工作重塑与员工认同感视角的灵活雇佣关系跨层次影响机制研究

In a post-modern society, individual values become more salient, and organizations show more characteristics of a platform. As a result, traditional employment modules are fading out, and flexible employee-organization relationships appear common. Under these trends, how to get a harmonious win-win situation between organization performance and employee well-beings becomes a critical topic among academia and practitioners in human resource management. However, previous human resource management research on organization performance and individual well-beings was limited in formal and static employment modules on the perspectives of social exchange and social networks, and consequently lacks of systematic research about the dual impacts of flexible employee-organization relationships on organizations and employees. Based on this research gap, the present aims to explore a flexible employee-organization relationship for a win-win situation between companies and employees. This project will firstly develop the construct of the flexible employee-organization relationship by extending assumptions and dimensions. Second, the project will investigate the cross-level influential mechanism of flexible employee-organization relationships on work performance and individual well-beings from the perspectives of job crafting and employee identifications. Finally, the moderation roles of employee self-regulatory foci and enablement management will be examined in the influential mechanism of flexible employee-organization relationships cross organization and employee levels. The findings are expected to enrich the theoretical perspectives and knowledge of employee-organization relationships and relevant fields, while helping companies reform and conduct employment governance efficiently and effectively.

个体价值在后现代社会中迅速崛起，组织呈现出更高的平台性，传统雇佣关系随之逐步消解，灵活雇佣关系应运而生。在此趋势下，如何实现组织绩效和员工福祉的和谐共赢，成为人力资源管理理论界与实践界的重要话题。然而，关于组织绩效和个人福祉的人力资源管理现有研究，局限于正式、固定雇佣关系范式，大多从社会交换关系与社会网络等视角展开，而对灵活雇佣关系及其对组织和员工的双重影响缺乏系统性科学研究。基于此，本项目旨在探索企业与员工共赢的灵活雇佣关系，建构其内涵与结构，并从工作重塑和员工认同感视角，揭示灵活雇佣关系对工作绩效和个人福祉的跨层次影响机制。继而，检验自我调节焦点和赋能管理对灵活雇佣关系跨层次影响机制的调节效应。预期成果将深化雇佣关系等领域的理论认识，为企业有效实施雇佣关系治理提供参考。

在后现代社会中，个体价值迅速崛起，组织呈现出更高的平台性，传统雇佣关系随之逐步消解，灵活雇佣关系应运而生。在此趋势下，如何实现组织绩效和员工福祉的和谐共赢，成为人力资源管理理论界与实践界的重要话题。本课题以服务业员工为研究对象，围绕零工经济、工作重塑和员工认同感等方向展开了研究。目前，已经发表论文14篇，其中SSCI论文9篇，SCIE论文1篇，CSSCI论文4篇；截止2022年12月的Google Scholar数据，被引用171次，最高65次；项目负责人已连续两年（2020年度和2021年度）入选爱思唯尔“中国高被引学者”（工商管理）。已发表成果主要集中在：零工经济的职业认同与组织认同研究；情感劳动与工作重塑研究；领导力与职场事件研究；荟萃分析和可视化分析等研究成果集成与文献计量分析方法探索。同时，课题组持续探索项目负责人青年基金项目（71102097）有关研究问题，结合企业社会责任和员工道德困境等视角，所申请课题于2021年获得国家自然科学基金面上项目资助（72172161）。这些发现整合了雇佣关系、认同感、工作重塑、领导力和服务管理等研究领域，解决了一系列的研究争议和问题，填补了相应的现有研究空白，开辟多个新的研究方向和思路，为后续研究打好基础。除进一步整理和发表已有研究成果，课题组今后的研究工作，计划围绕跨层次的宏观视野、混合研究设计，和中国情境变量展开，为完善新时代中国特色社会主义情境下的人力资源开发理论与实践，以期起到抛砖引玉的作用。