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数字化技术加剧了组织环境的复杂性和不确定性，使组织人力资本表现出非稳态和高流动的特征，同时数字化技术催生的新型社交媒体使个体间的社会互动具有高度连通性。在此背景下，员工离职后与原组织之间仍然保持联系这一现象不断凸显。针对这一现象，文章将其概括为“前员工—组织社会关联”,并对其进行分析。第一，文章对前员工—组织社会关联的含义、关联形式及性质进行了阐述；第二，从组织系统观分析了前员工—组织社会关联的必要性；第三，根据能力—动机—机会理论，从前员工意愿视角分析了前员工—组织社会关联发生的潜在因素；第四，根据能力—动机—机会理论，从能力和机会视角分析了前员工—组织社会关联发生的边界条件；第五，从前员工和组织的视角，阐述了前员工—组织社会关联产生的积极效应。文章关注前员工—组织社会关联现象，扩展了员工—组织关系的理论研究，延伸了人力资源管理的边界。
Abstract：Digital technology intensifies the complexity and uncertainty of the organizational environment,leading to the unsteady state and high mobility in the organizational human capital.At the same time,the new social media promoted by digital technology also leads to a high degree of connectivity in the social interaction of individuals.In this context,the phenomenon that the resigned employees still maintain contact with the original organization is becoming more and more prominent.The present study generalizes this phenomenon as“former employee-organization social relevance (FEOSR)”and analyzes it.Firstly,this paper expounds the meaning,form,and nature of the FEOSR.Secondly,it analyzes the necessity of FEOSR from the perspective of the organizational system.Thirdly,according to the theory of Ability-Motivation-Opportunity (AMO),this paper analyzes the potential factors of FEOSR behavior from the perspective of former employee willingness.Fourthly,according to AMO,this paper analyzes the boundary conditions of the FEOSR behavior from the perspective of ability and opportunity.Finally,from the perspective of former employees and organizations,this paper expounds the positive effect of FEOSR behavior.Focusing on FEOSR behavior,this study expands the theoretical research of employee-organization relationship and extends the boundary of human resource management.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2022.02.005
中图分类号:F272.92
引用信息:
[1]刘兆延,袁庆宏,刘艳艳.组织管理中员工与组织关系的新扩展：前员工—组织社会关联[J].商业经济与管理,2022,No.364(02):56-70.DOI:10.14134/j.cnki.cn33-1336/f.2022.02.005.
基金信息:
国家自然科学基金面上项目“前员工与组织的社会关联的内在属性、激活机理及资源价值研究：基于遗留认同视角”(72072096); 天津市研究生科研创新项目“人走茶就凉?员工辞职类型对离职后知识分享意愿的影响机制研究”(2019YJSB087)
2022-02-15
2022-02-15