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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service
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Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

机译：共享经济中技工工人的心理契约履行对其任务绩效的影响-基于组织认同的中介和服务年限的调节

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Workers’ isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers’ task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers’ task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company’s recognition of gig workers’ effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers’ task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.
机译：在共享经济中，零工的就业可能会导致工人的孤立，这会导致人们对该组织的了解不足，工作绩效无法预测。基于社会交换理论，本文提出了一个框架，从组织认同的中介和服务时间的适度的角度探讨心理契约履行对演出工人任务绩效的影响。从滴滴出行（中国的乘车公司）招募了总共223个样本。结果表明，交易性和关系性心理契约的履行都可以直接影响演出工作人员的工作绩效，也可以通过组织认同间接影响工作绩效。考虑到当前公司的服务年限，交易合同的履行作为公司对零工工人努力的认可的代表，对在公司工作的零工工人的组织识别具有更大的影响。与工作时间更长的人相比，不到一年。结果表明，两组之间的关系心理契约与组织认同之间的关系没有差异。交易性心理合同的履行对两组工作人员的工作表现同样重要。相比之下，关系型心理契约履行对长期服务的滴滴司机的影响要强于对年内加入公司的司机。这些发现为共享经济中的演出就业管理产生了一定的理论和实践意义。

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