ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2021, Vol. 29 ›› Issue (9): 1534-1550.doi: 10.3724/SP.J.1042.2021.01534

• 研究构想 • 上一篇    下一篇


刘小浪1, 刘善仕2, 赵瑜3(), 秦传燕2, 陆文珠2   

  1. 1广东工业大学管理学院, 广州 610000
    2华南理工大学工商管理学院 广州 610000
    3广东松山职业技术学院 韶关 512126
  • 收稿日期:2020-12-29 发布日期:2021-07-22
  • 通讯作者: 赵瑜
  • 基金资助:

The temporary knowledge workers’ autonomous motivation: Relationship-oriented human resource management construction and its mechanism

LIU Xiaolang1, LIU Shanshi2, ZHAO Yu3(), QIN Chuanyan2, LU Wenzhu2   

  1. 1School of Management, Guangdong University of Technology, Guangzhou 510641, China
    2School of Business Administration, South China University of Technology, Guangzhou 510641, China
    3Guangdong Songshan Vocational and Technical College, Shaoguan 511000, China
  • Received:2020-12-29 Published:2021-07-22
  • Contact: ZHAO Yu


快速变化的技术需求使得人才外部化, 人才共享成为组织获取技能型、知识型人才的重要方式。共享经济背景下的人力资源管理属于新兴研究领域, 企业在管理临时知识型员工面临很大挑战。由于身份的外部性、临时性, 员工关系基础薄弱, 临时知识型员工专业能力发挥受限, 工作场所关系需求受阻, 导致自主性动机不足, 影响绩效产出, 而传统对外部员工的契约型管理难以解决以上问题。针对嵌入团队工作的临时知识型员工, 研究基于关系型协调理论探索关系导向人力资源管理实践构成。在此基础上, 结合自我决定理论探讨关系导向人力资源管理实践提升临时知识型员工绩效的作用机理, 验证从自主性动机来源、自主性动机激发到自主性动机结果的路径机制。对关系导向人力资源管理实践内容和效用探讨有助于深入理解临时知识型员工的管理, 为共享经济背景下新型用工管理实践提供启示。

关键词: 关系导向人力资源管理实践, 高质量关系, 关系型合作, 自主性动机, 合作绩效


The rapidly changing technology environment makes “talent sharing” as a key way to acquire the required skilled and knowledge workers for organizations. Research on human resources management in sharing economy is an emerging field. Enterprises are facing great challenges for management on temporary knowledge workers. Due to the externality of identity and the weak relationship base with co-workers, the basic needs of competence and relatedness of temporary knowledge worker' are hindered, resulting in insufficient autonomous motivation, which in turn affect performance. Specifically, the challenges faced by temporary knowledge workers management are: First, temporary knowledge workers lack relationships basis with other team members due to the externality of identities, which in turn limits their professional influence, then their autonomous motivation are insufficient and in the results of low quality cooperation; Second, the relatedness needs of employees are difficult to satisfy due to the periphery identity (compared to the core employees of the organization), which hinders the formation of autonomous motivation, and then affects the workplace experience and cooperation performance. These two major challenges focus on how to deal with the insufficient autonomous motivation of temporary knowledge workers.

In the literatures, professional influence of contract experts (DiBenigno, 2020) and the establishment of workplace identity of non-core employees (Bolinger et al., 2018) both depend on the workplace relationship building. Therefore, this paper from the perspective of motivation management, explores human resource management practices and its role in the mechanisms for temporary knowledge workers combined with relational coordination theory and self-determination theory. For temporary knowledge workers who are embedded in team work, the research explores the relationship-oriented human resource management constructs based on the relational coordination theory. The self-determination theory is used to explore how the relationship-oriented HRP improve performance of temporary knowledge employees. We verify the path from the source (relation-oriented HRP; high quality relationship), the formulation (satisfaction of competence need and relatedness need), and results autonomous motivation (knowledge sharing intention, knowledge sharing behaviors and job satisfaction). This research will: (1) exploring the composition of practices of relationship-oriented human resource management for temporary knowledge workers, by identifying the relationship-oriented human resource management practices and develop corresponding measurement tool; and (2) verifying the impact of relationship-oriented human resource management practices on performance. We will verify that the relationship-oriented human resource management practice influences the employees' autonomous motivation (satisfaction of competence needs and relatedness needs) by establishing high-quality role relationship, and then improve the cooperation attitude (willingness to share knowledge) and behaviors (knowledge sharing behavior).

Research on the content and utility of relationship-oriented HRP is helpful for a deeper understanding on the management of temporary knowledge worker and give implication for management practice in sharing economy. First of all, this research will promote the understanding of relationship-oriented human resource management under the background of “talent sharing” time. Secondly, we explored the effect of the relationship-oriented human resource management from the autonomous motivation perspective, which beyond the "resource path" and "exchange relationship" of relationship human resource management research in previous studies. Finally, the research brings the high-performance human resource management in a new context and give enlightenment for workplace diversity management.

Key words: the relationship-oriented HRP, high quality relationship, relational coordination, autonomous motivation, cooperation performance