机器人规模应用与工作不安全感——基于员工职业能力调节的研究
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摘要
工业机器人已在汽车、电子等多个制造行业得到广泛运用,且渐成规模之势,这对当前及未来制造业就业格局和制造业从业者可能会产生重大影响。本文从其运用对企业员工、特别是制造业青年员工对工作安全感知的微观视角出发,借鉴此前他人的相关研究,选取职业能力成长中的纵向发展维度和职业适应能力中的横向学习能力维度作为两个调节变量,利用上海、昆山、东莞、合肥等地数十家制造型企业273名员工的有效数据,研究了工业机器人规模运用对员工工作丧失不安全感、过度竞争不安全感和薪酬晋升不安全感所造成的影响。研究结果显示:(1)工业机器人规模运用与员工工作不安全感之间为显著正相关关系;(2)职业能力发展和职业学习能力在工业机器人规模运用与员工工作丧失不安全感、过度竞争不安全感、薪酬晋升不安全感关系中均具有负向调节作用,即员工职业能力发展水平越高和职业学习能力越强,员工所感知到的工作不安全感受工业机器人规模运用影响便越小。最后,本文从政府、企业、员工三个角度提出了相关建议,期望可帮助员工降低因工业机器人规模运用所产生的工作不安全感。
Industrial robots with huge production advantages have been widely used in many manufacturing industries, such as automobiles and electronics, and their utilization is becoming an irresistible trend, which has a huge impact on the current and future employment pattern of manufacturing industry and manufacturing practitioners, while employment is closely related to job insecurity. Work is the basis of life and the best carrier for employees to realize their own value. When employees feel threatened or worried about their jobs, job insecurity will generate. Job insecurity not only severely affects employees' physical and mental health, work efficiency, but also brings negative effects to employees' family and the whole society. However, now there are few scholars focusing on job insecurity generated by massive-scale utilization of industrial robots. Besides, the quality of career ability development and career learning ability directly affect the interests of both employees' and organizations', and there is also less research on employees' job insecurity from the perspective of career ability development and career learning ability.This study adopts the existing research results of the job insecurity, career growth, occupational adaptability and the effect of robot utilization on employment and income, from the perspective of the massive-scale utilization of industrial robots, selecting the dimension of the development of career ability from career growth and the career learning ability from the occupational adaptability, using the data of 273 employees from dozens of manufacturing enterprises in Shanghai, Kunshan, Dongguan, Hefei etc. to theoretically explore and empirically analyze the effect of massive-scale utilization of industrial robots on the employees' job insecurity of losing job, insecurity of excessive competition, and insecurity of salary promotion. The main analysis results are as following:(1) there is a significant positive correlation between the massive-scale utilization of industrial robots and job insecurity of employees, namely, the more industrial robots are used, the more employees' job insecurity exists.(2) the development of career ability and career learning ability play a negative regulation role in the relationship between the massive-scale utilization of industrial robots and employees' job insecurity of losing job, insecurity of excessive competition, and insecurity of salary promotion, in other words, the higher developmental level of career ability and career learning ability employees possess, the less job insecurity of losing job, insecurity of excessive competition, and insecurity of salary promotion employees feel.The contributions of this research are as following: Firstly, according to the characteristics of the utilization of industrial robots, measuring scale of massive-scale utilization of industrial robots was developed, CFA test and EFA test were passed, which could provide references for future researchers to further the research on the utilization of industrial robots. Secondly, from an empirical point of view, this study confirmed that the massive-scale utilization of industrial robots will cause the job insecurity of employees', which makes up for the existing research deficiencies and it is helpful to deepen the theoretical understanding of the effect of massive-scale utilization of industrial robots on employees. Thirdly, it enriches the theoretical research contents of relevant variables, such as career growth and occupational adaptability.Finally, some suggestions are given to reduce the job insecurity produced by massive-scale utilization of industrial robots from three aspects, governments, enterprises and employees: Governments should subsidize enterprises to train employees and develop the tertiary industry to create new jobs. Enterprises should strengthen the competition mechanism in order to form a competitive culture atmosphere, normalize the development of employees' skills, and integrate the development of employees' career ability and the growth of employees' learning ability into goals of the development of enterprises. Employees should improve their own career growth level and deeply understand the value of the development of career ability and career learning ability, and continuously improve their learning ability.
Industrial robots with huge production advantages have been widely used in many manufacturing industries, such as automobiles and electronics, and their utilization is becoming an irresistible trend, which has a huge impact on the current and future employment pattern of manufacturing industry and manufacturing practitioners, while employment is closely related to job insecurity. Work is the basis of life and the best carrier for employees to realize their own value. When employees feel threatened or worried about their jobs, job insecurity will generate. Job insecurity not only severely affects employees' physical and mental health, work efficiency, but also brings negative effects to employees' family and the whole society. However, now there are few scholars focusing on job insecurity generated by massive-scale utilization of industrial robots. Besides, the quality of career ability development and career learning ability directly affect the interests of both employees' and organizations', and there is also less research on employees' job insecurity from the perspective of career ability development and career learning ability.This study adopts the existing research results of the job insecurity, career growth, occupational adaptability and the effect of robot utilization on employment and income, from the perspective of the massive-scale utilization of industrial robots, selecting the dimension of the development of career ability from career growth and the career learning ability from the occupational adaptability, using the data of 273 employees from dozens of manufacturing enterprises in Shanghai, Kunshan, Dongguan, Hefei etc. to theoretically explore and empirically analyze the effect of massive-scale utilization of industrial robots on the employees' job insecurity of losing job, insecurity of excessive competition, and insecurity of salary promotion. The main analysis results are as following:(1) there is a significant positive correlation between the massive-scale utilization of industrial robots and job insecurity of employees, namely, the more industrial robots are used, the more employees' job insecurity exists.(2) the development of career ability and career learning ability play a negative regulation role in the relationship between the massive-scale utilization of industrial robots and employees' job insecurity of losing job, insecurity of excessive competition, and insecurity of salary promotion, in other words, the higher developmental level of career ability and career learning ability employees possess, the less job insecurity of losing job, insecurity of excessive competition, and insecurity of salary promotion employees feel.The contributions of this research are as following: Firstly, according to the characteristics of the utilization of industrial robots, measuring scale of massive-scale utilization of industrial robots was developed, CFA test and EFA test were passed, which could provide references for future researchers to further the research on the utilization of industrial robots. Secondly, from an empirical point of view, this study confirmed that the massive-scale utilization of industrial robots will cause the job insecurity of employees', which makes up for the existing research deficiencies and it is helpful to deepen the theoretical understanding of the effect of massive-scale utilization of industrial robots on employees. Thirdly, it enriches the theoretical research contents of relevant variables, such as career growth and occupational adaptability.Finally, some suggestions are given to reduce the job insecurity produced by massive-scale utilization of industrial robots from three aspects, governments, enterprises and employees: Governments should subsidize enterprises to train employees and develop the tertiary industry to create new jobs. Enterprises should strengthen the competition mechanism in order to form a competitive culture atmosphere, normalize the development of employees' skills, and integrate the development of employees' career ability and the growth of employees' learning ability into goals of the development of enterprises. Employees should improve their own career growth level and deeply understand the value of the development of career ability and career learning ability, and continuously improve their learning ability.
引文
[1]周文斌.机器人应用对人力资源管理的影响研究[J].南京大学学报(哲学.人文科学.社会科学),2017,(6):23-34.
[2]Autor,D.,and A.Salomons.Robocalypse Now——Does Productivity Growth Threaten Employment?[R].NBER Working Paper,2017.
[3]Acemoglu,D.,and P.Restrepo.The Race Between Machine and Man:Implications of Technology for Growth, Factor Shares and Employment[R].NBER Working Paper,2016.
[4]Acemoglu,D.,and P.Restrepo.Robots and Jobs:Evidence from US Labor Market[R].NBER Working Paper,2017.
[5]Acemoglu,D.,and P.Restrepo.Artificial Intelligence, Automation and Work[R].NBER Working Paper,2018.
[6]Brynjolfsson,E.,and A.McAfee.The Second Machine Age:Work,Progress,and Prosperity in a Time of Brilliant Technologies[M].New York:WW Norton and Company,2014.
[7]Autor,D.H.Why Are There Still So Many Jobs? The History and Future of Workplace Automation[J].Journal of Economic Perspectives,2015,29,(3):3-30.
[8]马岚.中国会出现机器人对人工的规模替代吗?——基于日韩经验的实证研究[J].上海:世界经济研究,2015,(10):71-79.
[9]胡三嫚.工作不安全感的研究现状与展望[J].北京:心理科学进展,2007,(6):938-997.
[10]冯玉峰.工作不安全感、机会公平与员工工作敬业度关系研究——以模具制造企业高技能人才为例[D].大连:东北财经大学,2012.
[11]Barling,J.Effects of Parents’ Job Insecurity on Children’s Work Beliefs and Attitudes[J].Journal of Applied Psychology,1998,83,(1):112-118.
[12]Voydanoff,P.The Effects of Work Demands and Resources on Work-to-Family Conflict and Facilitation[J].Journal of Marriage and Family,2004,66,(2):398-412.
[13]张玮,刘延平.组织文化对组织承诺的影响研究——职业成长的中介作用检验[J].北京:管理评论,2015,(8):117-126.
[14]王益富,王丽丽,张建人,董薇.员工职业适应能力量表的编制及初步应用[J].北京:中国临床心理学杂志,2016,(6):1021-1028.
[15]刘小平,王重鸣.组织承诺及其形成过程研究[J].天津:南开管理评论,2001,(6):58-62.
[16]龙立荣,方俐洛,凌文辁.组织职业生涯管理与员工心理与行为的关系[J].北京:心理学报,2002,(1):97-105.
[17]Baker,D.D.,R.Ravichandran,and M.Dandall.Exploring Contrasting Formulation of Expectancy Theory[J].Decision Sciences,1989,1,(20):1-13.
[18]Watts,A.G.Career Development Learning and Employability[M].NewYork:Higher Education Academy, 2006.
[19]Rowold,J.,S.Hochholdinger, and J.Schilling.Effect of Career Related Continuous Learning: A Case Study[J].The Learning Organization,2008,15,(1):45-57.
[20]毕胜.国内外工业机器人的发展现状[J].哈尔滨:机械工程师,2008,(7):5-8.
[21]解相吾,张林丽.机器人与大学生创新能力培养[J].南宁:大众科技,2012,(2):146-148
[22]李丫丫,潘安.工业机器人进口对中国制造业生产率提升的机理及实证研究[J].上海:世界经济研究,2017,(3):87-97.
[23]Lechevalier.S.,J.Nishimura,and C.Storze.Diversity in Patterns of Industry Evolution:How an Intrapreneurial Regime Contributed to The Emergence of The Service Robot Industry[J]. Research Policy,2014,43,(10):1716-1729.
[24]Yun,J.J.,D.Won,E.Jeong,K.Park,J.Yang,and J.Park.The Relationship between Technology Business Model and Market in Autonomous Car and Intelligent Robot Industries[J]. Technological Forecasting and Social Change,2016,2,(103):142-155.
[25]王京.美军机器人战略白皮书概览[J].北京:机器人技术与应用,2010,(2):20-25.
[26]李刚.德国机器人发展历史[J].上海:机电一体化,2014,(9):12-15.
[27]Greenhalgh,L.and Z.Rosenblatt.Job Insecurity:Toward Conceptual Clarity[J].Academy of Management Review,1984,9,(3):438-448.
[28]Hobfoll,S.E.Conservation of resource:A New Attempt at Conceptualizing Stress[J]. American Psychologist,2001,50,(3):337-421
[29]Fullerton,A.S.,and M.Wallace.Traversing the Flexible Turn:US Workers’ Perception of Job Security,1977-2002[J].Social Science Research, 2007,36,(1):201-221.
[30]Cyper,N.D., H.D.Witte,T.V.Elst,and H.Yasmin.Objective Threat of Unemployment and Situational Uncertainty During a Restricting: Associations With Perceived Job Insecurity and Strain[J].Journal of Business and Psychology,2010,25,(1):75-85.
[31]Pasewark,W.R.,and J.R.Strawser.The Determinants and Outcomes Associate with Job Insecurity in a Professional Accounting Environment[J].Behavior Research in Accounting, 1996,(8):91-113.
[32]胡三嫚,李中斌.企业员工工作不安全感的实证分析[J].南昌:心理学探新,2010,(2):79-85.
[33]Graen,G.B.Predicting Speed of Managerial Advancement over 23 years Using a Parametric Duration Analysis: A Test of Early Leader-member Exchange Early Job Performance, Early Career Success, and University Prestige[A].Best Papers Proceedings:Making Global Partnerships Work Association of Japanese Business Studies[C].The 10th Annual Meeting,Washington.DC:OMNIPRESS,1997.
[34]翁清雄,胡蓓.员工职业成长的结构及其对离职倾向的影响[J].上海:工业工程与管理,2009,(1):14-21.
[35]袁庆宏,王双龙.基于职业成长的知识型员工离职研究[J].北京:未来与发展, 2010, (4):57-60.
[36]Yongmei,L.,L.Jun,and W.Longzeng.Are You Willing and Able? Roles of Motivation, Power,and Politics in Career Growth[J].Journal of Management.2010,36,(6):1432-1460.
[37]翁清雄,席酉民.企业员工职业成长研究:量表编制与效度检验[J].北京:管理评论, 2011, (10):132-143.
[38]Alvi,H.L.,and S.W.Ahmed.Assessing Organizational Commitment in A Developing Country:Pakistan Case Study[J].Human Relations,1987,5,(40):267-280.
[39]Saporta,I.,and M.Farjoun.The Relationship between Actual Promotion and Turnover among Professional and Managerial Administrative Occupational Groups[J].Work and Occupations,2003,30,(3):255-280.
[40]翁清雄,席酉民.职业成长理论研究简评[J].合肥:预测,2010,(6):1-7.
[41]Doeringer,P.,and M.Piore.Internal labor Markets and Manpower Analysis [M].Lexington:Lexington Books,1971.
[42]周文斌,马学忠.员工职业成长的组织公平影响研究——以组织支持感为中介变量[J].北京:经济管理,2015,(10):64-74.
[43]Brown,A.Mid-career Reframing:The Learning and Development Processes through Individuals Seek to Effect Major Career Changes[J].British Journal of Guidance and Counselling, 2015,43,(3):278-291.
[44]Rowold,J.,and S.Kauffeld.Effect of Career-related Continuous Learning on Competencies[J].Personal Review,2009,38,(1),90-101.
[45]孟鸦君,常永才,曹浩文.试论工作岗位学习作为课程的意义[J].北京:成人高教学刊,2010,(3):50-53.
[46]周浩,龙立荣.共同方法偏差的统计检验与控制方法[J].北京:心理科学进展,2004,(6):942-950.
[47]Forrester,J. A New Style of Company[R].Cambridge:A Speech in MIT,1965.
[48]冯晓玲.组织变革知觉对工作不安全感的影响过程研究[D].杭州:浙江大学,2010.
[49]张燕,解蕴慧,王沪.组织公平感与员工工作行为:心理安全感的中介作用[J].北京大学学报(自然科学版),2015,(1):180-186.
[50]秦润莹.企业员工工作不安全感研究述评[J].北京:管理现代化,2016,(1):93-95.
(1)《中国机器人产业发展报告(2017年)》是中国电子学会于2017年8月在北京召开的世界机器人大会上发布的。
[2]Autor,D.,and A.Salomons.Robocalypse Now——Does Productivity Growth Threaten Employment?[R].NBER Working Paper,2017.
[3]Acemoglu,D.,and P.Restrepo.The Race Between Machine and Man:Implications of Technology for Growth, Factor Shares and Employment[R].NBER Working Paper,2016.
[4]Acemoglu,D.,and P.Restrepo.Robots and Jobs:Evidence from US Labor Market[R].NBER Working Paper,2017.
[5]Acemoglu,D.,and P.Restrepo.Artificial Intelligence, Automation and Work[R].NBER Working Paper,2018.
[6]Brynjolfsson,E.,and A.McAfee.The Second Machine Age:Work,Progress,and Prosperity in a Time of Brilliant Technologies[M].New York:WW Norton and Company,2014.
[7]Autor,D.H.Why Are There Still So Many Jobs? The History and Future of Workplace Automation[J].Journal of Economic Perspectives,2015,29,(3):3-30.
[8]马岚.中国会出现机器人对人工的规模替代吗?——基于日韩经验的实证研究[J].上海:世界经济研究,2015,(10):71-79.
[9]胡三嫚.工作不安全感的研究现状与展望[J].北京:心理科学进展,2007,(6):938-997.
[10]冯玉峰.工作不安全感、机会公平与员工工作敬业度关系研究——以模具制造企业高技能人才为例[D].大连:东北财经大学,2012.
[11]Barling,J.Effects of Parents’ Job Insecurity on Children’s Work Beliefs and Attitudes[J].Journal of Applied Psychology,1998,83,(1):112-118.
[12]Voydanoff,P.The Effects of Work Demands and Resources on Work-to-Family Conflict and Facilitation[J].Journal of Marriage and Family,2004,66,(2):398-412.
[13]张玮,刘延平.组织文化对组织承诺的影响研究——职业成长的中介作用检验[J].北京:管理评论,2015,(8):117-126.
[14]王益富,王丽丽,张建人,董薇.员工职业适应能力量表的编制及初步应用[J].北京:中国临床心理学杂志,2016,(6):1021-1028.
[15]刘小平,王重鸣.组织承诺及其形成过程研究[J].天津:南开管理评论,2001,(6):58-62.
[16]龙立荣,方俐洛,凌文辁.组织职业生涯管理与员工心理与行为的关系[J].北京:心理学报,2002,(1):97-105.
[17]Baker,D.D.,R.Ravichandran,and M.Dandall.Exploring Contrasting Formulation of Expectancy Theory[J].Decision Sciences,1989,1,(20):1-13.
[18]Watts,A.G.Career Development Learning and Employability[M].NewYork:Higher Education Academy, 2006.
[19]Rowold,J.,S.Hochholdinger, and J.Schilling.Effect of Career Related Continuous Learning: A Case Study[J].The Learning Organization,2008,15,(1):45-57.
[20]毕胜.国内外工业机器人的发展现状[J].哈尔滨:机械工程师,2008,(7):5-8.
[21]解相吾,张林丽.机器人与大学生创新能力培养[J].南宁:大众科技,2012,(2):146-148
[22]李丫丫,潘安.工业机器人进口对中国制造业生产率提升的机理及实证研究[J].上海:世界经济研究,2017,(3):87-97.
[23]Lechevalier.S.,J.Nishimura,and C.Storze.Diversity in Patterns of Industry Evolution:How an Intrapreneurial Regime Contributed to The Emergence of The Service Robot Industry[J]. Research Policy,2014,43,(10):1716-1729.
[24]Yun,J.J.,D.Won,E.Jeong,K.Park,J.Yang,and J.Park.The Relationship between Technology Business Model and Market in Autonomous Car and Intelligent Robot Industries[J]. Technological Forecasting and Social Change,2016,2,(103):142-155.
[25]王京.美军机器人战略白皮书概览[J].北京:机器人技术与应用,2010,(2):20-25.
[26]李刚.德国机器人发展历史[J].上海:机电一体化,2014,(9):12-15.
[27]Greenhalgh,L.and Z.Rosenblatt.Job Insecurity:Toward Conceptual Clarity[J].Academy of Management Review,1984,9,(3):438-448.
[28]Hobfoll,S.E.Conservation of resource:A New Attempt at Conceptualizing Stress[J]. American Psychologist,2001,50,(3):337-421
[29]Fullerton,A.S.,and M.Wallace.Traversing the Flexible Turn:US Workers’ Perception of Job Security,1977-2002[J].Social Science Research, 2007,36,(1):201-221.
[30]Cyper,N.D., H.D.Witte,T.V.Elst,and H.Yasmin.Objective Threat of Unemployment and Situational Uncertainty During a Restricting: Associations With Perceived Job Insecurity and Strain[J].Journal of Business and Psychology,2010,25,(1):75-85.
[31]Pasewark,W.R.,and J.R.Strawser.The Determinants and Outcomes Associate with Job Insecurity in a Professional Accounting Environment[J].Behavior Research in Accounting, 1996,(8):91-113.
[32]胡三嫚,李中斌.企业员工工作不安全感的实证分析[J].南昌:心理学探新,2010,(2):79-85.
[33]Graen,G.B.Predicting Speed of Managerial Advancement over 23 years Using a Parametric Duration Analysis: A Test of Early Leader-member Exchange Early Job Performance, Early Career Success, and University Prestige[A].Best Papers Proceedings:Making Global Partnerships Work Association of Japanese Business Studies[C].The 10th Annual Meeting,Washington.DC:OMNIPRESS,1997.
[34]翁清雄,胡蓓.员工职业成长的结构及其对离职倾向的影响[J].上海:工业工程与管理,2009,(1):14-21.
[35]袁庆宏,王双龙.基于职业成长的知识型员工离职研究[J].北京:未来与发展, 2010, (4):57-60.
[36]Yongmei,L.,L.Jun,and W.Longzeng.Are You Willing and Able? Roles of Motivation, Power,and Politics in Career Growth[J].Journal of Management.2010,36,(6):1432-1460.
[37]翁清雄,席酉民.企业员工职业成长研究:量表编制与效度检验[J].北京:管理评论, 2011, (10):132-143.
[38]Alvi,H.L.,and S.W.Ahmed.Assessing Organizational Commitment in A Developing Country:Pakistan Case Study[J].Human Relations,1987,5,(40):267-280.
[39]Saporta,I.,and M.Farjoun.The Relationship between Actual Promotion and Turnover among Professional and Managerial Administrative Occupational Groups[J].Work and Occupations,2003,30,(3):255-280.
[40]翁清雄,席酉民.职业成长理论研究简评[J].合肥:预测,2010,(6):1-7.
[41]Doeringer,P.,and M.Piore.Internal labor Markets and Manpower Analysis [M].Lexington:Lexington Books,1971.
[42]周文斌,马学忠.员工职业成长的组织公平影响研究——以组织支持感为中介变量[J].北京:经济管理,2015,(10):64-74.
[43]Brown,A.Mid-career Reframing:The Learning and Development Processes through Individuals Seek to Effect Major Career Changes[J].British Journal of Guidance and Counselling, 2015,43,(3):278-291.
[44]Rowold,J.,and S.Kauffeld.Effect of Career-related Continuous Learning on Competencies[J].Personal Review,2009,38,(1),90-101.
[45]孟鸦君,常永才,曹浩文.试论工作岗位学习作为课程的意义[J].北京:成人高教学刊,2010,(3):50-53.
[46]周浩,龙立荣.共同方法偏差的统计检验与控制方法[J].北京:心理科学进展,2004,(6):942-950.
[47]Forrester,J. A New Style of Company[R].Cambridge:A Speech in MIT,1965.
[48]冯晓玲.组织变革知觉对工作不安全感的影响过程研究[D].杭州:浙江大学,2010.
[49]张燕,解蕴慧,王沪.组织公平感与员工工作行为:心理安全感的中介作用[J].北京大学学报(自然科学版),2015,(1):180-186.
[50]秦润莹.企业员工工作不安全感研究述评[J].北京:管理现代化,2016,(1):93-95.
(1)《中国机器人产业发展报告(2017年)》是中国电子学会于2017年8月在北京召开的世界机器人大会上发布的。