共享何以共创？关系型合作视角下人力资源管理实践构成及其作用机制

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，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，研究基于关系型合作理论探索关系导向HRP构成。在此基础上，结合自我决定理论探讨关系导向HRP提升临时知识型员工合作绩效作用机理，验证从自主性动机来源（关系导向HRP，高质量关系）、自主性动机激发（能力需求、关系需求满足）到自主性动机结果（知识分享意愿和行为，满意度）的路径机制，最后进一步验证自主性动机形成的边界条件。对关系导向HRP内容和效用探讨有助于深入理解临时知识型员工的管理；同时，为共享背景下用工管理实践提供启示。

The rapidly changing technology makes “talent sharing” as a key way to acquire the required skilled and knowledge workers for organizations. Research on human resources management for sharing economy is an emerging filed. Enterprises are facing great challenges for management on temporary knowledge workers. Due to the externality of identity and the weak employee relationship base, the basic work-related needs of competence and relatedness of temporary knowledge worker are hindered, resulting in insufficient autonomic motivation, which in turn affect the performance. And the problem above couldn’t be solved totally on the contract-based management. For temporary knowledge worker embedded in team work, the research explores the relation-oriented human resource management practices based on the relational coordination theory. The self-determination theory is used to explore how the relation-oriented HRP improve performance of temporary knowledge employees. We verify the path from the source of autonomic motivation (relation-oriented HRP; high quality relationship), formulation of autonomic motivation (satisfaction of competence need, satisfaction of relational need), and results of autonomic motivation (knowledge sharing intention, knowledge sharing behaviors and job satisfaction), and finally the boundary conditions for the formulation of autonomic motivation. Research on the content and utility of relation-oriented HRP is helpful for a deeper understanding on the management of temporary knowledge worker and give implication for management in sharing economy.