The temporary knowledge workers’ autonomous motivation: Relationship-oriented human resource management construction and its mechanism
The temporary knowledge workers’ autonomous motivation: Relationship-oriented human resource management construction and its mechanism
复制标题
临时知识型员工的自主激励：关系型人力资源管理构建及其机制
DOI：
10.3724/sp.j.1042.2021.01534
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发表时间：
2021
期刊：
影响因子：
--
通讯作者：
Wenzhu Lu
中科院分区：
文献类型：
--
作者：
Xiaolang Liu;Shanshi Liu;Yu Zhao;Chuanyan Qin;Wenzhu Lu
：快速变化的技术环境使“人才共享”成为组织获得所需技能和知识工作者的关键途径。共享经济下的人力资源管理研究是一个新兴领域。企业对临时知识型员工的管理面临着巨大的挑战。由于外部认同和与同事的关系基础薄弱，临时知识员工的基本能力需求和相关性需求受到阻碍，导致自主激励不足，进而影响绩效。而且，单靠合同管理也不能完全解决上述问题。本研究以关系协调理论为基础，针对嵌入团队工作的临时知识型员工，探讨关系导向的人力资源管理实践。运用自我决定理论探讨了关系导向的人力资源管理如何提高临时知识型员工的绩效。从源头（关系导向的HRP;高质量关系）、过程（能力和关联性需求的满足）和结果（知识共享意愿、知识共享行为和工作满意度）三个方面验证了自主激励的路径。研究面向关系的HRP的内容和效用有助于加深对临时知识员工管理的理解，并为共享经济下的管理实践提供启示。
: 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 relationship-oriented 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.
影响因子：
5.4
作者：
S. Andersen;Serena Chen
通讯作者：
S. Andersen;Serena Chen
影响因子：
7.6
作者：
Cross, SE;Bacon, PL;Morris, ML
通讯作者：
Morris, ML
影响因子：
7.6
作者：
DECI, EL;RYAN, RM
通讯作者：
RYAN, RM