Division of Labor Through Self-Selection
Division of Labor Through Self-Selection
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通过自我选择进行分工
DOI：
10.1287/orsc.2021.1449
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发表时间：
2021
影响因子：
4.1
通讯作者：
M. Warglien
中科院分区：
文献类型：
--
作者：
Marlo Raveendran;P. Puranam;M. Warglien
基于自我选择的劳动分工通过其在不同组织环境中的作用（例如非层级公司、敏捷团队和基于项目的组织）而获得了人们的关注。然而，我们对于在什么具体条件下它能够超越管理者向工人分配工作的传统方式知之甚少。我们开发了一种基于计算代理的模型，将劳动分工视为工人技能和任务之间的匹配过程。这使我们能够详细研究何时以及为何不同的劳动分工方法可能享有相对优势。我们发现，在一些特定的综合条件下，自我选择比传统的匹配方式具有优势：当员工非常熟练但只负责狭窄的任务范围时，任务结构是可分解的，员工的可用性是不可预见的。如果没有这些条件，自我选择必须依赖于增强的激励或基于工人的私人技能信息的更好匹配的好处，以主导更传统的分配过程。这些边界条件对于那些研究的人和那些希望实施基于自我选择的组织形式的人来说都是值得注意的。
Self-selection–based division of labor has gained visibility through its role in varied organizational contexts such as nonhierarchical firms, agile teams, and project-based organizations. Yet, we know relatively little about the precise conditions under which it can outperform the traditional allocation of work to workers by managers. We develop a computational agent-based model that conceives of division of labor as a matching process between workers’ skills and tasks. This allows us to examine in detail when and why different approaches to division of labor may enjoy a relative advantage. We find a specific confluence of conditions under which self-selection has an advantage over traditional staffing practices arising from matching: when employees are very skilled but at only a narrow range of tasks, the task structure is decomposable, and employee availability is unforeseeable. Absent these conditions, self-selection must rely on the benefits of enhanced motivation or better matching based on worker’s private information about skills, to dominate more traditional allocation processes. These boundary conditions are noteworthy both for those who study as well as for those who wish to implement forms of organizing based on self-selection.
影响因子：
10.5
作者：
Haas, Martine R.;Criscuolo, Paola;George, Gerard
通讯作者：
George, Gerard