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1042算法管理情境中协调“人本属性”与“技术刚性”已成为提升员工工作投入的关键。已有研究多聚焦零工经济情境下算法管理对员工的影响，且结论存在分歧。本研究基于人—环境匹配理论，分析人—算法适配的潜在逻辑，解释算法管理功能（算法决策、算法监控、算法反馈）与员工参与特征（自我效能、主动性行为、工作自主性）协同对工作投入的影响机制。采用模糊集定性比较分析（fsQCA）方法对349名员工问卷调查数据进行组态分析，结果发现：（1）单一要素不构成高工作投入的必要条件，但工作自主性在促成高工作投入上发挥较普遍的作用；（2）产生高工作投入的人—算法适配组态有四类，即“供给—要求—能力”适配内部动机赋能型、“需求—供给”协同“要求—能力”适配内部动机赋能型、“要求—能力”协同“需求”适配内部动机赋能型和“需求—要求—能力”适配内外部动机驱动型；（3）随机森林重要性排序结果表明，员工内生动机比技术驱动更具解释力。研究验证了传统组织情境下人—算法适配的必要性及对工作投入的复杂影响机制，为组织实施算法管理提供了启示。
人—算法适配组态视角下工作投入提升的多元路径研究
摘要
参考文献
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引用本文
井辉, 魏晓悦. 人—算法适配组态视角下工作投入提升的多元路径研究[J]. 外国经济与管理, 2026, 48(5): 110-128.
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