为了进一步探究算法管理对员工工作投入的影响,本研究基于资源保存理论中资源损耗和增益,将算法管理划分为两个核心维度(控制及赋能)。并通过问卷收集数据并验证了算法技术管理对员工的不同影响及其作用机理。研究表明,一方面,算法控制...为了进一步探究算法管理对员工工作投入的影响,本研究基于资源保存理论中资源损耗和增益,将算法管理划分为两个核心维度(控制及赋能)。并通过问卷收集数据并验证了算法技术管理对员工的不同影响及其作用机理。研究表明,一方面,算法控制显著加强了员工的回避式工作重塑,导致员工降低工作投入;另一方面,算法赋能显著加强了员工的趋近式工作重塑,并导致员工积极的工作投入。本文研究不仅为组织管理中算法管理、工作重塑的研究提供新的视角,也为相关组织开展员工算法管理实践提供了相应的参考意见。To further explore the impact of algorithmic management on employee work engagement, this study is based on the concepts of resource depletion and resource gain from Conservation of Resources (COR) theory. Algorithmic management is divided into two core dimensions: control and empowerment. Data were collected through a survey to verify the different effects of algorithmic management on employees and the underlying mechanisms. The findings reveal that, on the one hand, algorithmic control significantly increases employees’ avoidant job crafting, leading to decreased work engagement. On the other hand, algorithmic empowerment significantly enhances employees’ approach-oriented job crafting, resulting in positive work engagement. This research not only provides a new perspective on the study of algorithmic management in organizational contexts but also offers valuable insights for organizations aiming to implement scientific employee management practices.展开更多
文摘为了进一步探究算法管理对员工工作投入的影响,本研究基于资源保存理论中资源损耗和增益,将算法管理划分为两个核心维度(控制及赋能)。并通过问卷收集数据并验证了算法技术管理对员工的不同影响及其作用机理。研究表明,一方面,算法控制显著加强了员工的回避式工作重塑,导致员工降低工作投入;另一方面,算法赋能显著加强了员工的趋近式工作重塑,并导致员工积极的工作投入。本文研究不仅为组织管理中算法管理、工作重塑的研究提供新的视角,也为相关组织开展员工算法管理实践提供了相应的参考意见。To further explore the impact of algorithmic management on employee work engagement, this study is based on the concepts of resource depletion and resource gain from Conservation of Resources (COR) theory. Algorithmic management is divided into two core dimensions: control and empowerment. Data were collected through a survey to verify the different effects of algorithmic management on employees and the underlying mechanisms. The findings reveal that, on the one hand, algorithmic control significantly increases employees’ avoidant job crafting, leading to decreased work engagement. On the other hand, algorithmic empowerment significantly enhances employees’ approach-oriented job crafting, resulting in positive work engagement. This research not only provides a new perspective on the study of algorithmic management in organizational contexts but also offers valuable insights for organizations aiming to implement scientific employee management practices.
