工作替代还是工作转型?技术型工作不安全感的内涵、影响后果及来源

doi:10.3724/SP.J.1042.2023.01359

摘要/Abstract

摘要：

在中国企业数字化转型之际, 有效缓解和应对员工工作不安全感对构建和谐稳定的劳动关系至关重要。传统的工作不安全感研究广泛探讨了工作不安全感的来源和影响效果, 但忽视了人工智能技术的快速发展和应用这一当前组织管理实践和研究的重要背景。本文在人工智能背景下创新性地提出技术型工作不安全感这一概念来反映人工智能技术的发展和应用导致个体感知到的工作不安全感。本文有三个研究目的: 第一, 探讨技术型工作不安全感的内涵和维度结构, 拟提炼出工作替代不安全感和工作转型不安全感两个维度; 第二, 探讨技术型工作不安全感对员工工作结果和职业结果的影响; 第三, 探讨技术型工作不安全感的来源。本文不仅能丰富人工智能背景下工作不安全感的概念和理论研究, 还能在中国企业数字化转型之际为和谐稳定劳动关系的建立和员工工作幸福感的提升提供实践启示。

关键词: 技术型工作不安全感, 人工智能技术, 工作替代, 工作转型

Abstract:

During the digital transformation of Chinese enterprises, effectively alleviating and coping with employee job insecurity is crucial for building harmonious and stable labor relations. Although traditional job insecurity research has extensively examined the sources and consequences of job insecurity, it has paid little attention to the rapid development and application of artificial intelligence technology, which is an essential context for the current organizational management practice and research. This study innovatively puts forward a new concept of technology-driven job insecurity in the context of artificial intelligence, reflecting individual perceived job insecurity due to the development and application of artificial intelligence technology. Based on this, this study has three objectives. First, we theorize the definition and dimensionality of technology-driven job insecurity. Considering that artificial intelligence technology leads to two types of job changes (i.e., AI automation and AI augmentation), we distinguish job replacement insecurity from job transformation insecurity, thus expanding the research on the conceptualization and dimensionality of job insecurity. Second, we examine the impact of technology-driven job insecurity on employee work outcomes and career outcomes. Drawing upon signaling theory, we suggest that technology-driven job insecurity conveys information about employees’ career prospects and influences employee work and career outcomes via their perceptions of the occupational future (i.e., occupational future time perspective). Two dimensions of occupational future time perspective, namely focus on limitations and focus on opportunities, are examined. We expect that job replacement insecurity has negative indirect effects on work engagement, job performance, proactive career behavior, and career satisfaction via activated focus on limitations and deactivated focus on opportunities. In contrast, job transformation insecurity has negative indirect effects on work engagement, job performance, proactive career behavior, and career satisfaction via activated focus on limitations and in the meanwhile, has positive indirect effects on these outcomes via activated focus on opportunities. In addition, these effects are contingent on developmental human resource practices such that developmental human resource practices strengthen the positive indirect effects of technology-driven job insecurity and buffer its adverse indirect effects on employee outcomes. In doing so, this study can not only enrich the theoretical perspectives of job insecurity research but also reveal the unique consequences of technology-driven job insecurity. Finally, we investigate how job characteristics of the current job and technology-related personal characteristics impact employee technology-driven job insecurity. In light of cognitive appraisal theory, we suggest that high information-processing demands, low job complexity, and low problem-solving demands are associated with increased job automation expectations and subsequently heighten job replacement insecurity. Conversely, low information-processing demands, high job complexity, and high problem-solving demands are related to increased job augmentation expectations and subsequently heighten job transformation insecurity. Regarding employee personal characteristics, we expect that smart technology, artificial intelligence, robotics, and algorithms (STARA) awareness is associated with increased technology-driven job insecurity, while technology readiness is associated with decreased technology-driven job insecurity. Besides, job and personal characteristics have interactive effects on technology-driven job insecurity. Specifically, STARA strengthens the impacts of job characteristics on technology-driven job insecurity, while technology readiness mitigates these impacts. By revealing the opposite effects of the same job characteristic on job replacement and job transformation insecurity and identifying the boundary conditions for these effects, this study deepens the understanding of how job characteristics are associated with technology-driven job insecurity. Together, this study not only enriches the research on job insecurity in the context of artificial intelligence but also has implications for building harmonious and stable labor relations and improving employee well-being at work during the digital transformation of Chinese enterprises.

Key words: technology-driven job insecurity, artificial intelligence, job replacement, job transformation

中图分类号:

B849
C93

涂艳, 蒿坡, 龙立荣. (2023). 工作替代还是工作转型?技术型工作不安全感的内涵、影响后果及来源. 心理科学进展 , 31(8), 1359-1373.

TU Yan, HAO Po, LONG Lirong. (2023). Job replacement or job transformation? Definition, consequences, and sources of technology-driven job insecurity. Advances in Psychological Science, 31(8), 1359-1373.

图/表 5

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学者	概念	定义
Greenhalgh & Rosenblatt (1984)	工作不安全感	在威胁的工作情形中, 个体对维持所希望的工作连续性的一种无力感。
Jacobson & Hartley (1991)	工作不安全感	个体实际体验到的安全感与期望的安全感之间的差距。
De Witte (1999)	工作不安全感	个体对工作在未来持续存在与否的总体担忧。
Hellgren et al. (1999)	数量型和质量型工作不安全感	数量型工作不安全感指个体对现有工作未来存在与否的担忧; 质量型工作不安全感指个体感知到的雇佣关系质量受损的威胁, 包括工作条件的恶化、缺乏职业发展机会和薪资发展减缓等。
Probst (2003)	工作安全感	个体感知到的工作稳定性和连续性。
胡三嫚 (2007)	工作不安全感	个体对工作或工作重要特征受到威胁的感知和担忧。
Huang et al. (2010)	认知型和情感型工作不安全感	认知型工作不安全感指个体对未来雇佣状况可能恶化的感知; 情感型工作不安全感指个体担心、害怕雇佣状况恶化的消极情感体验。
Shoss (2017)	工作不安全感	个体感知到的当前雇佣状况缺乏连续性和稳定性的威胁。
马冰等(2022)	岗位焦点和人员焦点工作不安全感	岗位焦点工作不安全感指员工对未来一定时期内当前自己所从事的这个工作岗位将不复存在的主观感知; 人员焦点工作不安全感指员工对未来自己被迫不再从事现有工作岗位而由他人替代的主观感知。

学者	概念	定义
Greenhalgh & Rosenblatt (1984)	工作不安全感	在威胁的工作情形中, 个体对维持所希望的工作连续性的一种无力感。
Jacobson & Hartley (1991)	工作不安全感	个体实际体验到的安全感与期望的安全感之间的差距。
De Witte (1999)	工作不安全感	个体对工作在未来持续存在与否的总体担忧。
Hellgren et al. (1999)	数量型和质量型工作不安全感	数量型工作不安全感指个体对现有工作未来存在与否的担忧; 质量型工作不安全感指个体感知到的雇佣关系质量受损的威胁, 包括工作条件的恶化、缺乏职业发展机会和薪资发展减缓等。
Probst (2003)	工作安全感	个体感知到的工作稳定性和连续性。
胡三嫚 (2007)	工作不安全感	个体对工作或工作重要特征受到威胁的感知和担忧。
Huang et al. (2010)	认知型和情感型工作不安全感	认知型工作不安全感指个体对未来雇佣状况可能恶化的感知; 情感型工作不安全感指个体担心、害怕雇佣状况恶化的消极情感体验。
Shoss (2017)	工作不安全感	个体感知到的当前雇佣状况缺乏连续性和稳定性的威胁。
马冰等(2022)	岗位焦点和人员焦点工作不安全感	岗位焦点工作不安全感指员工对未来一定时期内当前自己所从事的这个工作岗位将不复存在的主观感知; 人员焦点工作不安全感指员工对未来自己被迫不再从事现有工作岗位而由他人替代的主观感知。