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劳动力灵活性:一个系统的文献审查和研究议程
Devi Alviani1, Hilmiana1, Sunu Widianto1
1Department of Management, Faculty of Economics and Business, Universitas Padjadjaran, Bandung, Indonesia.
Frontiers in psychology
|September 26, 2024
概括
本研究综合了有关劳动力灵活性的研究,强调了其不断变化的定义以及对一致测量的需求. 它确定了关键理论,并建议未来的研究方向,以全面了解劳动力灵活性.
科学领域:
- 商业和管理的管理和管理.
- 组织行为 组织行为
- 人力资源管理 人力资源管理
背景情况:
- 劳动力敏捷性的定义已经从多任务演变为包括适应性,主动性和弹性.
- 由于扩展的概念化 (例如,情报,协作) 导致对一致测量劳动力灵活性存在分歧.
- 现有的文献强调劳动力灵活性的重要性,但缺乏对未来研究的结构化指导.
研究的目的:
- 系统地分析和综合现有的劳动力灵活性研究成果.
- 在劳动力灵活性研究中确定理论基础和变量间的关系.
- 为未来的研究提供建议,以解决差距并增强对劳动力灵活性的理解.
主要方法:
- 在Scopus和Web of Science数据库上进行系统的文献搜索,直至2024年.
- 选了176篇文章的初步样本,其中74篇文章用于主题分析和数据合成.
- 用于定性和定量数据整合的专题分析和数据合成.
主要成果:
- 劳动力灵活性已被研究为一个独立的,调解的,调节的和依赖的变量.
- 大多数研究集中在个人层面的劳动力灵活性上,组织层面的研究有限,迄今为止还没有团队层面的研究.
- 超过25个基本理论被确定并分为四个一般理论组.
结论:
- 确定了支劳动力灵活性的四个一般理论:组织和管理,沟通和社会互动,行为和学习和经济.
- 建议的未来研究方向包括纵向研究,混合方法集成,全球文化考虑和多层次模型.
- 强调需要开发概念模型,探索调解/调节变量,并为劳动力灵活性创建高效的评估方法.
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