| 5,337 | 38 | 1572 |
| 下载次数 | 被引频次 | 阅读次数 |
算法的快速发展及其在管理活动中的应用正改变着员工的工作方式，给组织管理实践带来了新的挑战。目前却少有研究关注员工感知算法控制对其工作投入的影响机制。文章依据资源保存理论，基于认知和情感的视角，构建了感知算法控制对工作投入影响的双路径模型，并检验了认知负荷和情绪耗竭的中介作用以及算法透明度的调节作用。针对397名零工工作者两阶段的调查分析发现：感知算法控制显著负向影响工作投入；认知负荷和情绪耗竭不仅在感知算法控制和工作投入之间起中介作用，而且在感知算法控制和工作投入之间起链式中介作用；算法透明度不仅调节了感知算法控制与认知负荷和情绪耗竭间的关系，还调节了认知负荷和情绪耗竭的中介作用。这不仅丰富了算法管理领域的实证研究成果，也为相关组织开展科学的员工管理实践提供了参考和借鉴。
Abstract：The rapid development of algorithms and their application in management activities are changing the way employees work and bringing new challenges to organizational management practices.There is currently little research focusing on the mechanisms by which employees perceived algorithmic control and how it impacts their work engagement.This study is based on the conservation of resources theory and constructs a dual-path model of the impact of perceived algorithmic control on work engagement from cognitive and emotional perspectives.It examines the mediating role of cognitive load and emotional exhaustion,as well as the moderating role of algorithm transparency.From a two-stage survey analysis of 397 gig workers this study finds that perceived algorithmic control significantly negatively affects work engagement.Cognitive load and emotional exhaustion not only play mediation effects in the relationships between perceived algorithmic control and work engagement,but also play chain mediation roles in the relationships between perceived algorithmic control and work engagement.In addition,algorithm transparency not only moderates the effects of perceived algorithmic control on cognitive load and emotional exhaustion,but also moderates the mediating role of cognitive load and emotional exhaustion.This study enriches the empirical research results in the field of algorithm management,and provides a basis for relevant organizations to develop scientific employee management measures.
[1]莫怡青，李力行.零工经济对创业的影响——以外卖平台的兴起为例[J].管理世界，2022(2):31-45,3.
[2]刘善仕，裴嘉良，葛淳棉，等.在线劳动平台算法管理：理论探索与研究展望[J].管理世界，2022(2):225-239,14-16.
[3]周恋，雷雪，后锐，等.在线用工平台算法管理的消极影响和控制策略研究：算法技术属性视角[J].中国人力资源开发，2022(6):8-22.
[4]裴嘉良，刘善仕，崔勋，等.零工工作者感知算法控制：概念化、测量与服务绩效影响验证[J].南开管理评论，2021(6):14-27.
[5]DUGGAN J,SHERMAN U,CARBERY R,et al.Algorithmic management and app-work in the gig economy:a research agenda for employment relations and HRM[J].Human Resource Management Journal,2020,30(1):114-132.
[6]孙锐，袁圆，朱秋华，等.感知算法控制的双刃剑效应对零工工作者情绪耗竭的影响：基于合法性判断视角[EB/OL].(2023-09-05)[2023-12-28].http://kns.cnki.net/kcms/detail/31.1977.N.20230905.1543.002.html.
[7]吕催芳.学生参与与积极公民养成：公民认知与情感的链式中介作用[J].教育学术月刊，2016(4):89-96.
[8]胡少楠，王詠.工作投入的概念、测量、前因与后效[J].心理科学进展，2014(12):1975-1984.
[9]廖化化，黄蕾，胡斌.资源保存理论在组织行为学中的应用：演变与挑战[J].心理科学进展，2022(2):449-463.
[10]贺孝梅，何世杰，邵将.认知负荷在人机交互中的研究现状与发展趋势[J].计算机集成制造系统，2023(4):1069-1081.
[11]SHIN D,PARK Y J.Role of fairness,accountability,and transparency in algorithmic affordance[J].Computers in Human Behavior,2019,98(1):277-284.
[12]刘善仕，裴嘉良，钟楚燕.平台工作自主吗?在线劳动平台算法管理对工作自主性的影响[J].外国经济与管理，2021(2):51-67.
[13]M?HLMANN M,ZALMANSON L,HENFRIDSSON O,et al.Algorithmic management of work on online labor platforms:when matching meets control[J].MIS Quarterly,2021,45(4):1999-2022.
[14]KELLOGG K C,VALENTINE M A,CHRISTIN A.Algorithms at work:the new contested terrain of control[J].Academy of Management Annals,2020,14(1):366-410.
[15]WOOD A J,GRAHAM M,LEHDONVIRTA V,et al.Good gig,bad gig:autonomy and algorithmic control in the global gig economy[J].Work,Employment and Society,2019,33(1):56-75.
[16]SHEVCHUK A,STREBKOV D,DAVIS S N.The autonomy paradox:how night work undermines subjective well-being of internet-based freelancers[J].Ilr Review,2019,72(1):75-100.
[17]PAAS F,RENKL A,SWELLER J.Cognitive load theory and instructional design:recent developments[J].Educational Psychologist,2003,38(1):1-4.
[18]DE JONG T.Cognitive load theory,educational research,and instructional design:some food for thought[J].Instructional Science,2010,38(2):105-134.
[19]时勘，王元元.知识型员工认知负荷模型建构与现状分析[J].科技管理研究，2012(22):157-160,177.
[20]林刚，陈国江.网络学习环境对认知负荷的影响及对策研究[J].中国远程教育，2007(8):35-38.
[21]VAN MERRIENBOER J J G,SWELLER J.Cognitive load theory and complex learning:recent developments and future directions[J].Educational Psychology Review,2005,17(2):147-177.
[22]魏昕，董韫韬，曹甜，等.员工反抗算法的结果及影响机制：资源保存的视角[J].管理工程学报，2024(1):31-45.
[23]BREEVAART K,BAKKER A B.Daily job demands and employee work engagement:the role of daily transformational leadership behavior[J].Journal of Occupational Health Psychology,2018,23(3):338-349.
[24]HU P J H,HU H,FANG X.Examining the mediating roles of cognitive load and performance outcomes in user satisfaction with a website[J].MIS Quarterly,2017,41(3):975-988.
[25]QIN X,DIRENZO M S,XU M,et al.When do emotionally exhausted employees speak up?Exploring the potential curvilinear relationship between emotional exhaustion and voice[J].Journal of Organizational Behavior,2014,35(7):1018-1041.
[26]GAINES J,JERMIER J M.Emotional exhaustion in a high stress organization[J].Academy of Management Journal,1983,26(4):567-586.
[27]HAMILTON R,VOHS K D,SELLIER A L,et al.Being of two minds:switching mindsets exhausts self-regulatory resources[J].Organizational Behavior and Human Decision Processes,2011,115(1):13-24.
[28]万颖莹，孟冉，李洁，等.情绪聚焦应对在压力源和情绪衰竭间的中介作用[J].心理研究，2011(5):60-66.
[29]万金，周雯珺，周海明，等.心理脱离对工作投入的影响：促进还是抑制?[J].心理科学进展，2023(2):209-222.
[30]于维娜，王占浩，薛贤，等.“好”领导的“代价”:包容性对领导者非工作期间恢复体验的影响机理研究[J].管理评论，2022(4):215-225.
[31]姚柱，罗瑾琏.时间压力对知识隐藏的影响研究：动机与情绪的双路径[J].管理评论，2022(8):180-191.
[32]PACHIDI S,BERENDS H,FARAJ S,et al.Make way for the algorithms:symbolic actions and change in a regime of knowing[J].Organization Science,2021,32(1):18-41.
[33]PARENT-ROCHELEAU X,PARKER S K.Algorithms as work designers:how algorithmic management influences the design of jobs[J].Human Resource Management Review,2022.DOI:10.1016/j.hrmr.2021.100838.
[34]SHIN D.How do users interact with algorithm recommender systems?the interaction of users,algorithms,and performance[J].Computers in Human Behavior,2020.DOI:10.1016/j.chb.2020.106344.
[35]SPRINGER A,WHITTAKER S.Progressive disclosure:when,why,and how do users want algorithmic transparency information?[J].ACM Transactions on Interactive Intelligent Systems (TiiS),2020,10(4):1-32.
[36]BENLIAN A,WIENER M,CRAM W A,et al.Algorithmic management:bright and dark sides,practical implications,and research opportunities[J].Business & Information Systems Engineering,2022,64(6):825-839.
[37]裴嘉良，刘善仕，崔勋，等.算法控制能激发零工工作者提供主动服务吗?——基于工作动机视角[EB/OL].(2022-09-16)[2023-12-27].http://kns.cnki.net/kcms/detail/12.1288.f.20220914.1317.009.html.
[38]BRISLIN R W.Back-translation for cross-cultural research[J].Journal of Cross-Cultural Psychology,1970,1(3):185-216.
[39]DURCIKOVA A,GRAY P.How knowledge validation processes affect knowledge contribution[J].Journal of Management Information Systems,2009,25(4):81-108.
[40]MOHR G,MüLLER A,RIGOTTI T,et al.The assessment of psychological strain in work contexts[J].European Journal of Psychological Assessment,2006,22(3):198-206.
[41]BOSWELL W R,OLSON-BUCHANAN J B,LEPINE M A.Relations between stress and work outcomes:the role of felt challenge,job control,and psychological strain[J].Journal of Vocational Behavior,2004,64(1):165-181.
[42]SCHAUFELI W B,BAKKER A B,SALANOVA M.The measurement of work engagement with a short questionnaire:a cross-national study[J].Educational and Psychological Measurement,2006,66(4):701-716.
[43]ATTRIDGE M.Measuring and managing employee work engagement:a review of the research and business literature[J].Journal of Workplace Behavioral Health,2009,24(4):383-398.
[44]PODSAKOFF P M,ORGAN D W.Self-reports in organizational research:problems and prospects[J].Journal of Management,1986,12(4):531-544.
[45]PODSAKOFF P M,MACKENZIE S B,PODSAKOFF N P.Sources of method bias in social science research and recommendations on how to control it[J].Annual Review of Psychology,2012,63(1):539-569.
[46]杨洋，苏莹莹，李仲秋，等.未来清晰一定会导致工作投入吗?系统视角下的定性比较研究[J].管理评论，2022(1):191-204.
[47]苏永发，白新文，明晓东.上下级关系及下属传统性对工作投入和绩效的影响——被调节的中介效应模型[J].管理评论，2022(11):193-205.
[48]丁婉玲，邹震坤，郝靖宇，等.平台算法控制对工作绩效的影响研究——一个有调节的中介模型[J].经营与管理，2022(9):108-116.
[49]LEHDONVIRTA V.Flexibility in the gig economy managing time on three online piecework platforms[J].New Technology,Work and Employment,2018,33(1):13-29.
基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2024.03.004
中图分类号:TP399;F272.92
引用信息:
[1]张兰霞,李佳敏,毛孟雨.零工工作者感知算法控制对工作投入的影响机制研究——基于认知和情感的双路径模型[J].商业经济与管理,2024,No.389(03):47-58.DOI:10.14134/j.cnki.cn33-1336/f.2024.03.004.
基金信息:
国家自然科学基金项目“如何‘扬长避短’?越轨创新对多主体的双刃剑效应、人力资源管理干预机制及系统动态过程研究”(72172032); 国家社会科学基金项目“机器情感学习对人机协同双路径作用和养老陪护服务供需平衡的整合效应研究”(23BGL239); 辽宁省社会科学规划基金项目“数字化、服务化背景下的辽宁制造企业绩效提升战略研究”(L21BGL019); 河北省自然科学基金项目“服务化、数字化及其融合战略对制造企业绩效的影响研究”(G2021501006)
2025-11-26
2025
2025-11-26
2025-11-26
2025
0
2024-03-15
2024-03-15