人工智能技术替代感对员工OCB-O的影响机理研究——组织自尊与工作激情的作用
The Mechanism of AI Substitution Perception’s Impact on Employees’ OCB-O—The Roles of Organization-Based Self-Esteem and Work Passion
DOI: 10.12677/mm.2026.1610229, PDF,    科研立项经费支持
作者: 郑雨轩*, 宋成一：南京师范大学商学院，江苏 南京
关键词: AI技术替代感；组织自尊；OCB-O；工作激情；资源保存理论；AI Substitution Perception； OBSE； OCB-O； Work Passion； Conservation of Resources Theory
摘要: 随着AI技术在工作场所的深入应用，员工感受到了潜在的职业替代风险。基于资源保存理论，研究AI技术替代感与员工指向组织的组织公民行为(OCB-O)之间的关系以及组织自尊和二元工作激情在其中的作用。运用SPSS 26.0和AMOS 26.0分析三阶段分时序收集的287份数据，结果表明：AI技术替代感负向影响员工OCB-O；组织自尊在AI技术替代感与员工OCB-O之间起部分中介作用；和谐式工作激情与强迫式工作激情均能负向调节AI技术替代感对组织自尊的负向影响以及组织自尊的间接效应。揭示了AI技术替代感影响员工OCB-O的内在机理，并为组织在AI背景下如何可持续地激发员工主动性提供了重要启示。
Abstract: With the deepening application of AI technology in the workplace, employees are experiencing potential occupational substitution risks. Based on the Conservation of Resources Theory, this study investigates the relationship between AI substitution perception and employees’ organization-directed organizational citizenship behavior (OCB-O), as well as the mediating role of organization-based self-esteem (OBSE) and the moderating role of dual work passion. Analyzing 287 pieces of data collected in three time-lagged phases using SPSS 26.0 and AMOS 26.0, the results indicate that: AI substitution perception negatively impacts employees’ OCB-O; OBSE partially mediates the relationship between AI substitution perception and employees’ OCB-O; both harmonious work passion and obsessive work passion negatively moderate the negative impact of AI substitution perception on OBSE and its indirect effect. This research reveals the intrinsic mechanism through which AI substitution perception affects employees’ OCB-O and provides important insights for organizations on how to sustainably stimulate employee initiative in the context of AI.
文章引用：郑雨轩, 宋成一. 人工智能技术替代感对员工OCB-O的影响机理研究——组织自尊与工作激情的作用[J]. 现代管理, 2026, 16(10): 115-129. https://doi.org/10.12677/mm.2026.1610229

参考文献

[1] 张志学, 华中生, 谢小云. 数智时代人机协同的研究现状与未来方向[J]. 管理工程学报, 2024, 38(1): 1-13.
[2] Kaplan, A. and Haenlein, M. (2019) Siri, Siri, in My Hand: Who’s the Fairest in the Land? On the Interpretations, Illustrations, and Implications of Artificial Intelligence. Business Horizons, 62, 15-25.
https://doi.org/10.1016/j.bushor.2018.08.004
[3] 张桂平, 廖建桥. 国外员工主动行为研究新进展探析[J]. 外国经济与管理, 2011, 33(3): 58-65.
[4] Podsakoff, P.M. and MacKenzie, S.B. (1997) Impact of Organizational Citizenship Behavior on Organizational Performance: A Review and Suggestion for Future Research. Human Performance, 10, 133-151.
https://doi.org/10.1207/s15327043hup1002_5
[5] Spitzmuller, M., Dyne, L.V. and Ilies, R. (2008) Organizational Citizenship Behavior: A Review and Extension of Its Nomological Network. In: Barling, J. and Cooper, C.L., Eds., The SAGE Handbook of Organizational Behavior: Volume I—Micro Approaches, SAGE Publications Ltd, 106-123.
https://doi.org/10.4135/9781849200448.n7
[6] Williams, L.J. and Anderson, S.E. (1991) Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors. Journal of Management, 17, 601-617.
https://doi.org/10.1177/014920639101700305
[7] 瞿皎姣, 曾颢, 曹霞. 互惠规范视角下包容性人力资源管理实践对员工回报行为的影响机制研究[J]. 管理学报, 2024, 21(9): 1312-1322.
[8] 苏方国, 赵曙明. 组织承诺、组织公民行为与离职倾向关系研究[J]. 科学学与科学技术管理, 2005(8): 111-116.
[9] 王健菊, 花雨露. 领导底线心态对员工组织公民行为的影响研究[J]. 领导科学, 2025(1): 62-69.
[10] McKinsey Global Institute (2025) A New Future of Work: The Race to Deploy AI and Raise Skills in Europe and beyond. McKinsey Global Institute.
[11] 何江, 闫淑敏. 人机劳动分工: 生成逻辑、模式类型与作用机制[J]. 南开管理评论, 2024, 27(6): 88-99.
[12] 桂橙林, 赵旭宏, 张鹏程, 等. 数智化背景下员工AI意识对其创新绩效的影响机制[J]. 中国人力资源开发, 2024, 41(8): 6-22.
[13] Brougham, D. and Haar, J. (2017) Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA): Employees’ Perceptions of Our Future Workplace. Journal of Management & Organization, 24, 239-257.
https://doi.org/10.1017/jmo.2016.55
[14] Hellgren, J., Sverke, M. and Isaksson, K. (1999) A Two-Dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-Being. European Journal of Work and Organizational Psychology, 8, 179-195.
https://doi.org/10.1080/135943299398311
[15] 陈康慧. AI意识对员工突破性创造力的双刃剑影响机制研究[D]: [硕士学位论文]. 武汉: 华中科技大学, 2023.
[16] 张恒, 高中华, 徐燕. AI技术替代感对工作场所人与AI合作意愿的影响机制[J]. 软科学, 2024, 38(3): 107-114.
[17] 廖化化, 黄蕾, 胡斌. 资源保存理论在组织行为学中的应用: 演变与挑战[J]. 心理科学进展, 2022, 30(2): 449-463.
[18] Hobfoll, S.E. (1989) Conservation of Resources: A New Attempt at Conceptualizing Stress. American Psychologist, 44, 513-524.
https://doi.org/10.1037/0003-066x.44.3.513
[19] Campbell, D.J. (1988) Task Complexity: A Review and Analysis. The Academy of Management Review, 13, 40-52.
https://doi.org/10.2307/258353
[20] Lin, X.S., Chen, Z.X., Ashford, S.J., Lee, C. and Qian, J. (2018) A Self-Consistency Motivation Analysis of Employee Reactions to Job Insecurity: The Roles of Organization-Based Self-Esteem and Proactive Personality. Journal of Business Research, 92, 168-178.
https://doi.org/10.1016/j.jbusres.2018.07.028
[21] 聂琦, 彭坚, 成雨聪. 酒店员工工作拖延的成因机制: 利用式领导的影响及其应对[J]. 南开管理评论, 2023, 26(3): 99-110, 177.
[22] Pierce, J.L., Gardner, D.G., Cummings, L.L. and Dunham, R.B. (1989) Organization-Based Self-Esteem: Construct Definition, Measurement, and Validation. Academy of Management Journal, 32, 622-648.
https://doi.org/10.2307/256437
[23] Pierce, J.L. and Gardner, D.G. (2004) Self-Esteem within the Work and Organizational Context: A Review of the Organization-Based Self-Esteem Literature. Journal of Management, 30, 591-622.
https://doi.org/10.1016/j.jm.2003.10.001
[24] Dhir, S., Tandon, A. and Dutta, T. (2024) Spotlighting Employee-Organization Relationships: The Role of Organizational Respect and Psychological Capital in Organizational Performance through Organizational-Based Self-Esteem and Perceived Organizational Membership. Current Psychology, 43, 19964-19975.
https://doi.org/10.1007/s12144-024-05768-1
[25] Kong, H., Yuan, Y., Baruch, Y., Bu, N., Jiang, X. and Wang, K. (2021) Influences of Artificial Intelligence (AI) Awareness on Career Competency and Job Burnout. International Journal of Contemporary Hospitality Management, 33, 717-734.
https://doi.org/10.1108/ijchm-07-2020-0789
[26] Hobfoll, S.E. (2001) The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory. Applied Psychology, 50, 337-421.
https://doi.org/10.1111/1464-0597.00062
[27] Morelli, N.A. and Cunningham, C.J.L. (2012) Not All Resources Are Created Equal: COR Theory, Values, and Stress. The Journal of Psychology, 146, 393-415.
https://doi.org/10.1080/00223980.2011.650734
[28] Vallerand, R.J. (2010) On Passion for Life Activities: The Dualistic Model of Passion. Advances in Experimental Social Psychology, 42, 97-193.
https://doi.org/10.1016/s0065-2601(10)42003-1
[29] 卢艳秋, 赵彬, 阳卓君. 挑战性压力源对员工失败学习的影响机制研究——二元工作激情的中介作用[J]. 科技进步与对策, 2023, 40(6): 130-139.
[30] 孙健敏, 周健武, 孔亚如. 与人工智能合作会改变你的尽责性吗? 基于责任扩散视角[J]. 中国人力资源开发, 2025, 42(9): 18-31.
[31] 叶慧莉, 张鹏程, 王韵茹, 等. AI创造力感知影响员工创新行为的双刃剑机制研究[J]. 管理学报, 2025, 22(9): 1646-1656.
[32] Mehta, M.M., Butler, G., Ahn, C., Whitaker, Y.I., Bachi, K., Jacob, Y., et al. (2024) Intrinsic and Extrinsic Control Impact Motivation and Outcome Sensitivity: The Role of Anhedonia, Stress, and Anxiety. Psychological Medicine, 54, 4575-4584.
https://doi.org/10.1017/s0033291724002022
[33] Vallerand, R.J., Blanchard, C., Mageau, G.A., Koestner, R., Ratelle, C., Léonard, M., et al. (2003) Les passions de l’âme: On Obsessive and Harmonious Passion. Journal of Personality and Social Psychology, 85, 756-767.
https://doi.org/10.1037/0022-3514.85.4.756
[34] 王晗笛, 贾凡胜, 田彬彬. 财政补贴分配与企业环保投资——基于组织公正理论的视角[J]. 当代财经, 2025(2): 41-56.
[35] 刘智强, 严荣笑, 唐双双. 领导创新期望与员工突破性创新投入: 基于悖论理论的研究[J]. 管理世界, 2021, 37(10): 226-241.
[36] 王琦琦, 刘军, 袁艺玮. 耗竭还是投入? 防御型工作重塑的双刃剑效应[J]. 南开管理评论, 2025, 28(7): 89-100.
[37] Organ, D.W. (1988) Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington Books.
[38] Farh, J., Earley, P.C. and Lin, S. (1997) Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society. Administrative Science Quarterly, 42, 421-444.
https://doi.org/10.2307/2393733
[39] 闫相丞. 仁慈领导与员工组织公民行为的关系[D]: [硕士学位论文]. 天津: 天津师范大学, 2023.
[40] Craig, K., Thatcher, J.B. and Grover, V. (2019) The IT Identity Threat: A Conceptual Definition and Operational Measure. Journal of Management Information Systems, 36, 259-288.
https://doi.org/10.1080/07421222.2018.1550561
[41] 叶龙, 史静怡. 不合规任务对新员工组织公民行为的影响[J]. 山东社会科学, 2023(3): 149-158.
[42] Folkman, S. and Lazarus, R.S. (1985) If It Changes It Must Be a Process: Study of Emotion and Coping during Three Stages of a College Examination. Journal of Personality and Social Psychology, 48, 150-170.
https://doi.org/10.1037/0022-3514.48.1.150
[43] 曹霞, 瞿皎姣. 资源保存理论溯源、主要内容探析及启示[J]. 中国人力资源开发, 2014(15): 75-80.
[44] 李兴娜, 凌文辁. 组织自尊问题研究[J]. 中国人力资源开发, 2011(8): 5-8.
[45] Halbesleben, J.R.B., Neveu, J., Paustian-Underdahl, S.C. and Westman, M. (2014) Getting to the “COR”: Understanding the Role of Resources in Conservation of Resources Theory. Journal of Management, 40, 1334-1364.
https://doi.org/10.1177/0149206314527130
[46] Teng, R., Zhou, S., Zheng, W. and Ma, C. (2023) Artificial Intelligence (AI) Awareness and Work Withdrawal: Evaluating Chained Mediation through Negative Work-Related Rumination and Emotional Exhaustion. International Journal of Contemporary Hospitality Management, 36, 2311-2326.
https://doi.org/10.1108/ijchm-02-2023-0240
[47] 徐广路, 王皓天. 人工智能冲击意识对员工职业满意度的影响: 工作压力和目标导向的作用[J]. 中国人力资源开发, 2023, 40(7): 15-33.
[48] Yam, K.C., Tang, P.M., Jackson, J.C., Su, R. and Gray, K. (2023) The Rise of Robots Increases Job Insecurity and Maladaptive Workplace Behaviors: Multimethod Evidence. Journal of Applied Psychology, 108, 850-870.
https://doi.org/10.1037/apl0001045
[49] 卫武, 倪慧. 工作家庭冲突对员工工作行为的影响: 基于资源保存理论和身份认同理论的视角[J]. 管理工程学报, 2020, 34(1): 25-33.
[50] 章凯, 杨娜. 员工离职的心理目标系统驱动说及其管理蕴涵[J]. 南开管理评论, 2022, 25(3): 202-214.
[51] Seguin‐Levesque, C., Lalibertea, M.L.N., Pelletier, L.G., Blanchard, C. and Vallerand, R.J. (2003) Harmonious and Obsessive Passion for the Internet: Their Associations with the Couple’s Relationship. Journal of Applied Social Psychology, 33, 197-221.
https://doi.org/10.1111/j.1559-1816.2003.tb02079.x
[52] Madjar, N., Greenberg, E. and Chen, Z. (2011) Factors for Radical Creativity, Incremental Creativity, and Routine, Noncreative Performance. Journal of Applied Psychology, 96, 730-743.
https://doi.org/10.1037/a0022416
[53] Forest, J., Mageau, G.A., Crevier-Braud, L., Bergeron, É., Dubreuil, P. and Lavigne, G.L. (2012) Harmonious Passion as an Explanation of the Relation between Signature Strengths’ Use and Well-Being at Work: Test of an Intervention Program. Human Relations, 65, 1233-1252.
https://doi.org/10.1177/0018726711433134
[54] 宋亚辉, 何莉, 巩振兴, 等. 工作激情影响员工创造性绩效的中介机制[J]. 浙江大学学报(理学版), 2015, 42(6): 652-703.
[55] 李琰, 葛新权. 服务型领导对新生代员工工作激情的影响研究[J]. 管理评论, 2020, 32(11): 220-232.
[56] Rosen, C.C., Slater, D.J., Chang, C.H. and Johnson, R.E. (2011) Let’s Make a Deal: Development and Validation of the Ex-Post Ideals Scale. Journal of Management, 39, 709-742.
https://doi.org/10.1177/0149206310394865
[57] Hobfoll, S.E., Halbesleben, J., Neveu, J. and Westman, M. (2018) Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
https://doi.org/10.1146/annurev-orgpsych-032117-104640
[58] Fadel, K.J. and Brown, S.A. (2010) Information Systems Appraisal and Coping: The Role of User Perceptions. Communications of the Association for Information Systems, 26, 107-126.
https://doi.org/10.17705/1cais.02606
[59] 吴隆增, 刘军, 许浚. 职场排斥与员工组织公民行为: 组织认同与集体主义倾向的作用[J]. 南开管理评论, 2010, 13(3): 36-44.
[60] 李奕, 段永嘉, 厉杰. AI导致知而不言: 人工智能意识对员工沉默行为的影响研究[J]. 中国人力资源开发, 2025, 42(9): 32-48.
[61] 王宏蕾, 尹奎. 谦逊型领导与组织公民行为: 竞争氛围的调节作用[J]. 管理科学, 2021, 34(3): 53-62.
[62] 张若勇, 王伊琳, 黄炽森. 职场义警惩罚行为正当性对旁观者组织公民行为的影响机制[J]. 管理学报, 2024, 21(11): 1621-1631.

为你推荐