平台企业网约工心理契约的潜在类别与群体差异

Potential Categories and Group Differences of Psychological Contract of Online Workers in Platform Enterprises

为探讨平台企业与网约工之间的关系属性,基于心理契约理论及相关研究,开发了互联网平台企业网约工心理契约的结构化问卷。以网约车司机和网约配送员为调研对象,在15个城市获取367个样本数据,采用潜在类别分析技术(LCA)对平台企业网约工心理契约的潜在类型进行细分,分析平台企业网约工的心理契约差异。结果发现,网约工心理契约分为3种类型:低期望型、高期望型和随机期望型。3种心理契约类型在文化程度、工作类型、工作平台和工作感受4个指标上存在统计学上的显著差异。研究建议:平台企业要关注网约工的心理诉求,根据网约工的心理契约类型采取多元化雇佣模式;网约工要认识到网约工作的风险,做好经济契约和心理契约管理;政府部门要督促平台企业履行雇主责任与社会责任,保障网约工的基本劳动权益。

In order to explore the relationship between platform enterprises and online worker, a structured questionnaire of the online workers’ psychological contract is developed based on the psychological contract theory and related research. With online ride-hailing drivers and online delivery personnel as the research objects, 367 data samples are collected from 15 cities, and Latent Class Analysis technology(LCA) is used to subdivide the potential types of psychological contract of platform enterprises, and analyze the psychological contract differences of platform enterprises. The results show that there are three types of psychological contract: low expectation, high expectation and random expectation. There are statistically significant differences among the three types of psychological contract in four indexes: educational level, job type, job platform and job feeling. The research suggests that platform enterprises should pay attention to the psychological demands of network contract workers and adopt diversified employment models according to the types of psychological contracts of network contract workers;network contract workers should be aware of the risks of network contract work and do a good job in economic contract and psychological contract management;government should urge platform enterprises to fulfill their employer responsibilities and social responsibilities, and protect the basic labor rights and interests of network contract workers.