摘要
随着零工经济的迅猛发展,零工工作者的数量不断增加,其工作压力状况成为学界和业界关注的重点。但是,既有研究尚未厘清零工工作者工作压力的形成机理,其构念结构也尚不明晰。为此,本文共开展两项研究:研究一在明晰零工工作者工作特征与工作压力内涵的基础上,基于扎根理论的研究方法,借鉴工作要求—资源(JD-R)模型,厘清零工工作者所面临的工作要求与工作资源变化情况,并基于两者的交互作用分析构建出零工工作者工作压力形成机理模型。在研究一的基础上,研究二遵循规范的量表开发流程,开发并检验了包含规范压力、时间压力、疏离压力、身心压力4个维度的零工工作者工作压力结构化测量工具。对该量表的预测效用研究结果表明,零工工作者工作压力会使其产生身心耗竭体验,同时表现出更多的工作退缩行为。本文所提出的零工工作压力形成机理模型,有助于理解零工工作者所面临的不同于传统组织员工的工作压力内涵与构成类型,拓展了工作压力在零工经济情境下的相关研究。另外,本文所开发的测量量表,为未来进一步探索零工经济背景下零工工作者的工作压力问题提供了工具基础,对量表预测效用的检验结果为未来相关研究积累了实证证据。
The amount of gig-worker has increased sharply with the rapid development of gig economy.It is well-known that gig-workers’work is labor-intensive.Taking take-away riders as an example,a survey shows that 53.54%of the riders spend more than 8 hours online each day,and 28.11%of them drive for delivering more than 100 kilometers per day.Gig-workers are actually under great pressure for various reasons such as the urgent demands from customers and regulation from the platform,which will as a result lead them to experience emotional outbursts.Studies on the pressure of gig-workers has therefore draw a lot of attention in both academia and the practice.To manage the regional separated gig workers effectively,the platform uses algorithmic surveillance to automatical-ly generate data,evaluate worker behaviors and assign labor activities in real-time.In addition,as gig-workers do not have a steady workplace and lack the support from leaders and colleagues,they may experience different work pressures compared with that of or-ganizational employees.We therefore propose that:Is there anything special of gig-workers’work pressure?What are the mechanisms of these pressures?What are the impacts of these pressures?Prior studies mainly focused on job security,training and development or welfare of gig-workers at the group level from a macro perspective.Although a few research examined the work pressure of gig-work-ers while exploring platform algorithmic management,a paucity of research investigates the formation mechanism and structure of the construct.To this end,this paper conducted two studies.In study 1,we first clarified work characters and the connotation of work pressure among gig-workers.Then,borrowing the ideology of Job Demand-Resource(JD-R)model,we qualitatively put forward a theoreti-cal model of the formation mechanism of gig-worker’s work pressure on the basis of analyzing the changes in both job demands and resources and the interactions between the two.In study 2,based on the results of study 1 and obeyed the standardized scale devel-opment process,we developed and validated the gig-worker’s work pressure scale that contains 4 sub-dimensions,including regula-tion pressure,time pressure,alienation pressure and physical&mental pressure.Results of the predictive validity showed that when gig-workers have a greater work pressure,they will experience more physical and mental exhaustion and show more work withdraw behaviors.This paper expands the uses of the Job Demand-Resource(JD-R)model and provides inspiration for both theory and practice.First,on the basis of prior research findings,the current paper takes a step further and extracts the unique job characteristics faced by gig-workers by considering the underlying logic of the digital economy,which provides a more detailed description of job characteris-tics for subsequent research on gig-workers.Second,by considering the job characteristics of gig-workers,we included the“proactive individual resources arrangement”into JD-R model and put forward the connotation and structure of work pressure as well as its for-mation mechanism from the perspective of the interaction between job demands and job resources.Third,based on the qualitative re-sult in study 1,we developed the gig-worker’s work pressure scale,which provides measurements for future research on work pressure under the gig economy background.Besides,the examination on outcomes on gig-worker’s work pressure in study 2 helps to provide empirical evidence for future related studies.Finally,from a practical perspective,we posit that gig-workers should actively orga-nize personal resources to cope with the challenges in gig work content.We suggest that platforms fully recognize the importance of gig-workers for their own development,and improve workers’commitment toward the platform via practicing the management prac-tice that are compatible with“efficiency”and“humanities”.
作者
高雪原
张志朋
钱智超
谢宝国
闻效仪
Gao Xueyuan;Zhang Zhipeng;Qian Zhichao;Xie Baoguo;Wen Xiaoyi(School of Labor Relations and Human Resources,China University of Labor Relations;School of Management,Wuhan University of Technology)
出处
《南开管理评论》
CSSCI
北大核心
2023年第3期244-256,I0046,I0047,共15页
Nankai Business Review
基金
中央高校基本业务费专项资金项目(21ZYJS007)
国家自然科学基金项目(72202224、72272117)资助。
作者简介
高雪原,中国劳动关系学院劳动关系与人力资源学院讲师、博士,研究方向为零工劳动体验、职业行为、组织行为;张志朋,中国劳动关系学院劳动关系与人力资源学院讲师、博士,研究方向为组织变革、算法管理、组织行为;钱智超,中国劳动关系学院劳动关系与人力资源学院讲师、博士,研究方向为零工劳动体验、组织行为;谢宝国,武汉理工大学管理学院、武汉理工大学数字治理与管理决策创新研究院副教授、博士,研究方向为职业行为与组织管理;闻效仪,中国劳动关系学院劳动关系与人力资源学院教授、博士,研究方向为劳动关系、集体协商。
