| 2,366 | 0 | 14 |
| 下载次数 | 被引频次 | 阅读次数 |
就业是最大的民生。面对人工智能冲击，被称为“数字原住民”的Z世代青年更愿意将其应用到劳动过程中，获取新资源、提升新质就业力，实现高质量就业。为了探究人工智能技术赋能Z世代青年高质量就业的理论逻辑、作用机制与情境，基于自我决定理论和压力认知评价理论，构建了有调节的双中介效应模型。通过对469份问卷调查数据分析，结果表明：人工智能技术应用通过资源重塑和新质就业力双路径正向影响Z世代青年高质量就业,发展型人力资源管理作为情境因素强化资源重塑和新质就业力的双中介效应；人工智能技术通过健全分层分类培训体系“、政企校”多元协同、智能化平台搭建、优化人力资源管理等实践进路赋能Z世代青年高质量就业。在丰富人工智能与青年就业专门研究的同时，为企业利用人工智能技术提升青年新质能力、促进Z世代青年高质量就业、发展新质生产力提供经验借鉴和理论参考。
Abstract：Employment is the greatest livelihood. In the face of the impact of artificial intelligence,the youth of generation Z, known as “digital natives”, are more willing to apply it to the labor process,obtain new resources, improve new quality of employability, and realize high-quality employment. In order to explore the theoretical logic, mechanism and context of AI technology empowering the highquality employment of generation Z youth, a moderated dual-mediation effect model is constructed based on the self-determination theory and the theory of cognitive appraisal of stress. By analyzing the data from 469 questionnaires, the results show that the application of AI technology positively affects the highquality employment of generation Z youth through the dual paths of resource reshaping and new-quality employability; and developmental human resource management serves as a situational factor that strengthens the dual-mediated effects of resource reshaping and new-quality employability. Artificial intelligence technology empowers the high-quality employment of generation Z youth through such practical approaches as improving the hierarchical and classified training system, multi-dimensional synergy between government, enterprises and schools, building intelligent platforms, and optimizing human resource management. While enriching the specialized research on AI and youth employment, it provides experience and theoretical reference for enterprises to use AI technology to enhance the new quality ability of youth, promote the high-quality employment of generation Z youth, and develop the new quality productivity.
[1]曹晓勇.“非雇佣数字劳动”的雇佣本性——基于马克思雇佣劳动理论的考察[J].经济学家,2024(8):25-34.
[2]李春玲.社会经济变迁中的Z世代青年:构成、观念与行为[J].中国青年研究, 2022(8):21-27.
[3]中央经济工作会议在北京举行[N].人民日报, 2024-12-13(1).
[4]习近平向2024世界智能产业博览会致贺信[N].人民日报, 2024-06-21(1).
[5]吕越,谷玮,尉亚宁,等.人工智能与全球价值链网络深化[J].数量经济技术经济研究, 2023, 40(1):128-151.
[6]谢伏瞻.论新工业革命加速拓展与全球治理变革方向[J].经济研究, 2019, 54(7):4-13.
[7]荆林波,袁平红.全球价值链变化新趋势及中国对策[J].管理世界, 2019, 35(11):72-79.
[8]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.
[9]朱晓妹,王森,何勤.人工智能嵌入视域下岗位技能要求对员工工作旺盛感的影响研究[J].外国经济与管理, 2021, 43(11):15-25.
[10]盛晓娟,郭辉,何勤.人工智能技术运用何以提高员工任务绩效?[J].北京联合大学学报(人文社会科学版), 2022, 20(4):85-94.
[11]吕荣杰,李文慧,张义明.服务化转型与就业技能结构优化——基于人工智能应用视角[J].软科学, 2022, 36(12):11-18.
[12] BROUGHAM D, HAAR J. Smart Technology, Artificial Intelligence, Robotics, and Algorithms(STARA):Employees'Perceptions of Our Future Workplace[J]. Journal of Management&Organization, 2018, 24(2):239-257.
[13]中国共产党第二十届中央委员会第三次全体会议文件汇编[M].北京:人民出版社, 2024.
[14]黄敏学,刘远.人机协同增强型商务信息管理决策采用的心理机制——自我决定理论视角[J].心理科学进展, 2023, 31(11):1981-1993.
[15] FUGATE M, KINICKI A J, PRUSSIA G E. Employee Coping with Organizational Change:An Examination of Alternative Theoretical Perspectives and Models[J]. Personnel Psychology, 2008, 61(1):1-36.
[16]黄旭,董志强.人工智能如何促进高质量发展和就业?[J].中央财经大学学报, 2023(11):3-18.
[17]程承坪,陈志.人工智能促进中国经济增长的机理——基于理论与实证研究[J].经济问题,2021(10):8-17.
[18]程承坪,彭欢.人工智能影响就业的机理及中国对策[J].中国软科学, 2018(10):62-70.
[19]菅晓旭.数智背景下Z世代员工的群体特征、职业困境和管理策略[J].领导科学, 2024(5):94-99.
[20]刘金东,徐文君,王佳慧.人工智能对青年就业的影响研究——来自OECD国家工业机器人使用的证据[J].中国人口科学, 2024(3):3-17.
[21]崔宇,范芹.数字经济对高质量就业的双重影响及其实现路径[J].经济问题, 2023(9):52-59.
[22]程承坪.人工智能的发展趋势与就业形态变化[J].人民论坛·学术前沿, 2023(16):26-35.
[23] BRUNING P F, CAMPION M A. A Role-Resource Approach-Avoidance Model of Job Crafting:A Multimethod Integration and Extension of Job Crafting Theory[J]. Academy of Management Journal,2018, 61(2):499-522.
[24]尹西明,武沛琦,钱雅婷,等.人机场三元协同如何赋能新质生产力:范式逻辑与实践进路[J].科研管理, 2025, 46(2):43-52.
[25]尹萌,牛雄鹰.与AI“共舞”:系统化视角下的AI-员工协作[J].心理科学进展, 2024, 32(1):162-176.
[26] PRZEGALINSKA A, TRIANTORO T, KOVBASIUK A, et al. Collaborative AI in the Workplace:Enhancing Organizational Performance through Resource-Based and Task-Technology Fit Perspectives[J]. International Journal of Information Management, 2025, 81:102853.
[27]曹前满.高质量就业的支撑条件与现实困惑:技术依赖与劳动排斥[J].经济学家, 2021(4):41-51.
[28] FURMAN J L, TEODORIDIS F. Automation, Research Technology, and Researchers'Trajectories:Evidence from Computer Science and Electrical Engineering[J]. Organization Science, 2020, 31(2):330-354.
[29] DEREK B, RHYS D, TERENCE H, et al. Employers Skill Survey:Statistical Report[R]. Nottingham,England:Department for Education and Employment. 2000.
[30]郑晓明.“就业能力”论[J].中国青年政治学院学报, 2002, 21(3):91-92.
[31]宋国学.基于可雇佣性视角的大学生职业能力结构及其维度研究[J].中国软科学, 2008(12):129-138.
[32]张惠丽.关于大学生核心就业能力构成的研究[J].湖北社会科学, 2009(10):177-180.
[33]于兆吉,房一宁,鲍卉.教育、科技、人才“三位一体”赋能高等教育新质人才培养的逻辑、挑战与进路[J].现代教育管理, 2024(9):34-44.
[34] V?SSING M, KüHL N, LIND M, et al. Designing Transparency for Effective Human-AI Collaboration[J]. Information Systems Frontiers, 2022, 24(3):877-895.
[35] SIEMENS G. Learning Analytics[J]. American Behavioral Scientist, 2013, 57(10):1380-1400.
[36]董艳,陈辉.生成式人工智能赋能跨学科创新思维培养:内在机理与模式构建[J].现代教育技术, 2024, 34(4):5-15.
[37]高夏丽.“00后”整顿职场?——新时代青年的职场生存实践及其形成机制[J].当代青年研究,2023(6):77-88.
[38] DECI E L, RYAN R M. The “What”and “Why”of Goal Pursuits:Human Needs and the SelfDetermination of Behavior[J]. Psychological Inquiry, 2000, 11(4):227-268.
[39] KUVAAS B. An Exploration of How the Employee-Organization Relationship Affects the Linkage between Perception of Developmental Human Resource Practices and Employee Outcomes[J].Journal of Management Studies, 2008, 45(1):1-25.
[40]唐春勇,倪珮玲,赵宜萱.发展型人力资源管理对员工可雇佣性的影响及其作用机理[J].改革,2020(6):148-158.
[41] HUANG J, TANG C Y, DENG T. Effects of Developmental HR Practices on Management Innovation:A Scenario Experiment Study[J]. Chinese Management Studies, 2021, 15(4):901-918.
[42]唐春勇,李亚莉,赵曙明.发展型人力资源管理实践研究:概念内涵、量表开发及检验[J].南开管理评论, 2021, 24(4):85-97.
[43] TANG P M, KOOPMAN J, MCCLEAN S T, et al. When Conscientious Employees Meet Intelligent Machines:An Integrative Approach Inspired by Complementarity Theory and Role Theory[J].Academy of Management Journal, 2022, 65(3):1019-1054.
[44] SENYARD J, BAKER T, STEFFENS P, et al. Bricolage as a Path to Innovativeness for ResourceConstrained New Firms[J]. Journal of Product Innovation Management, 2014, 31(2):211-230.
[45]王海军,葛晨.数字素养促进了青年高质量充分就业吗?[J].上海财经大学学报, 2024, 26(3):49-64.
[46] LAUVER K J, KRISTOF-BROWN A. Distinguishing between Employees'Perceptions of PersonJob and Person-Organization Fit[J]. Journal of Vocational Behavior, 2001, 59(3):454-470.
[47] KOSSEK E E, LAUTSCH B A. Work-Life Flexibility for Whom? Occupational Status and WorkLife Inequality in Upper, Middle, and Lower Level Jobs[J]. Academy of Management Annals, 2018,12(1):5-36.
[48] GREENHAUS J H, KOSSEK E E. The Contemporary Career:A Work-Home Perspective[J]. Annual Review of Organizational Psychology and Organizational Behavior, 2014(1):361-388.
[49]周浩,龙立荣.共同方法偏差的统计检验与控制方法[J].心理科学进展, 2004, 12(6):942-950.
基本信息:
DOI：
中图分类号:F249.2;TP18
引用信息:
[1]付春香,李可欣.人工智能技术赋能Z世代青年高质量就业的机理与实践进路[J].四川轻化工大学学报(社会科学版),2025,40(03):103-115.
基金信息:
教育部人文社会科学研究项目（23XJA630001）; 中共甘肃省委教育工委“党的二十届三中全会、全国教育大会精神研究”课题（GS[2024]SZJYGY009）