当专家身份有帮助和伤害时:专家身份对灵活招募的专业人员适应性表现的双刃剑效应
1Business School, Nankai University, Tianjin, China.
Frontiers in psychology
|December 19, 2025
概括
灵活招聘中的专家身份可以通过参与促进适应性表现,但也可能导致压力. 组织支持是最大限度地发挥灵活聘用专业人员的贡献的关键.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 心理学 心理学 心理学
背景情况:
- 灵活的招聘在平台经济中正在增长,提供灵活性和创新.
- 了解灵活招聘专业人员的适应性表现至关重要,但研究不足.
- 资源保护 (COR) 理论为探索心理资源提供了一个框架.
研究的目的:
- 调查专家身份在灵活招聘中的双重作用.
- 检查专家身份如何通过工作参与和角色压力影响适应性表现.
- 评估从主组织组织支持的调节效应.
主要方法:
- 两波调查对244名高技能专业人员进行了调查,这些专业人员经历了灵活的招聘.
- 用回归分析和结构方程建模 (SEM) 来测试拟议的模型.
- 资源保护 (COR) 理论指导了理论框架.
主要成果:
- 专家身份通过工作参与积极影响适应性表现,创造资源获取螺旋.
- 专家身份可以通过角色压力对适应性表现产生负面影响,导致资源损失螺旋.
- 主要组织的组织支持可以调节这些途径,加强积极的影响,缓冲负面影响.
结论:
- 专家身份对灵活招聘的适应性表现有双重影响,既是资源,也是潜在的压力因素.
- 组织支持对于优化灵活招募人才的表现至关重要.
- 发现有助于COR理论和适应性绩效研究,为组织提供实用见解.
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