信息技术的发展催生出了新的商业模式和就业选择。在这一趋势中，共享经济的商业模式迅速发展，使得雇主与雇员能够通过线上共享的方式建立关系，各种形式的组织和个人都能从中获得大量共享用工信息。与传统的全日制或永久性就业相比，共享经济下的临时工工作场所及时间不固定，这会导致员工彼此孤立，对组织的感知较弱，员工感知的心理契约发生变化，反映在工作行为上，即影响工作结果以及工作绩效的不可预测性。因此，了解共享经济下的临时工感知的心理契约对工作绩效的影响是十分重要的。

       基于社会交换理论，本文检验员工感知的心理契约履行（交易型和关系型）对任务绩效的影响机制，进而探讨了组织认同的中介作用与工作年限的调节作用。首先在文献综述的基础上建立“心理契约履行—组织认同—任务绩效”的概念模型，根据模型与研究现状提出11个假设，包括心理契约履行与任务绩效的关系、心理契约履行与组织认同的关系、组织认同的中介作用和工作年限的调节作用假设。在研究背景及借鉴国内外成果的基础上，制定了本研究的调查问卷，选取北京、陕西、重庆、上海等地区平台企业的临时工作为研究对象，样本涉及零售业、运输业及服务等行业。本次调查共发放了572份调查问卷， AMOS和SPSS为主要统计与分析软件，合理运用并结合问卷的数据整理，主要研究结果有：

       1、员工感知的心理契约履行能促进任务绩效，交易型心理契约履行的直接影响更大；

       2、组织认同在心理契约履行对任务绩效的影响路径中具有部分中介作用，员工感知的关系型心理契约履行通过组织认同对任务绩效的影响比交易型心理契约履行更大；

       3、工作年限短的员工感知的交易型心理契约履行对组织认同的影响更大，关系型心理契约履行对组织认同的影响与工作年限无关。工作年限长的员工感知的关系型心理契约履行对任务绩效的影响更大。交易型心理契约可以提高所有临时工的任务绩效，与工作年限无关。

       最后，对共享经济下的临时用工管理提出了一些应对策略，包括四个方面：重视临时工的经济契约；关注临时工的情感需求；将临时工视为企业核心资源之一，提高组织认同度；实施针对性的人力资源管理策略。

       本文的研究结论对共享经济下临时工雇佣管理具有一定的理论和实践意义。为未来研究心理契约与任务绩效的关系提供了更深的理论基础，能够帮助共享经济下管理者制定提高员工绩效的应对策略，从而面对新的劳动力市场状况，有充足的人才保障，以推动企业可持续发展。

      The development of information technology has given spawned new business models and employment options. In this trend, the commercial mode of the sharing economy has developed rapidly, enabling employers and employees to establish relationships through online sharing. Various forms of organizations and individuals can obtain a large amount of shared employment information from it. Compared with the traditional full-time or permanent employment, the temporary workers’ workplaces and time under the sharing economy are not fixed, which will lead to employees’ isolation from each other, weak perception of the organization, and changes in employees’ perceived psychological contract, which are reflected in work behavior, that is, the unpredictability of affecting work results and work performance. Therefore, it is very important to understand the impact of the psychological contract perceived by temporary workers in the sharing economy on job performance.
       Based on social exchange theory, this study checkouts the effect mechanism of employees’ perceived psychological contract fulfillment (transactional and relational) on task performance, and further explores the mediating role of organizational identity and the moderating role of working years. Firstly, based on the literature review, the conceptual model of “psychological contract fulfillment-Organizational Identity-task performance” is established. According to the model and research status, 11 hypotheses are purposed, including the relationship between psychological contract fulfillment and task performance, the relationship between psychological contract fulfillment and organizational identification, the mediatorial role of organizational identity and the moderation role of working years. Based on the research background and achievements at home and abroad, the questionnaire of this study is formulated, and the temporary work of platform enterprises in Beijing, Shaanxi, Chongqing, Shanghai and other regions is selected as the research object. The sample involves retail industry, transportation industry, commercial service industry, accommodation and catering industry. A total of 572 questionnaires were distributed in this survey. AMOS and SPSS are the mainstream statistical and analysis software, which are reasonably used and combined with the data of the questionnaires. The main research results are as follows:
      1. The fulfillment of the psychological contract perceived by employees positively affects task performance, and the fulfillment of transactional psychological contract has a greater direct impact; 
      2. Organizational identification plays an intermediary role in the influence path of psychological contract fulfillment on task performance, and employee-perceived relational psychological contract fulfillment has a greater impact on task performance through organizational identification than transactional psychological contract fulfillment; 
      3. Employees with short working years experience transactional psychological contract fulfillment that has a greater impact on organizational identity, and the impact of relational psychological contract fulfillment on organizational identity has nothing to do with working years. The fulfillment of the relational psychological contract perceived by employees with long working years has a greater impact on task performance. Transactional psychological contracts can improve the task performance of all temporary workers, regardless of working years. 
      Finally, the paper puts forward some countermeasures for the temporary employment management under the sharing economy, including four aspects: paying attention to the economic contract of temporary workers. Pay attention to the emotional needs of temporary workers. Regard temporary workers as one of the core resources of the enterprise and improve the organizational recognition. Implement targeted human resource management strategies.
      The research conclusion of this paper has certain theoretical and practical significance for the employment management of temporary workers under the sharing economy. It provides a deeper theoretical basis for the future research on the relationship between psychological contract and task performance, and can help managers formulate coping strategies to improve employee performance under the sharing economy, so as to face the new labor market situation and have sufficient talent guarantee, so as to promote the sustainable development of enterprises.

[1]Robinson S L.Trust and Breach of the Psychological Contract[J].Administrative Science Quarterly,1996,41(04):574-599.

[2]Li J,Wong I,Kim W G.Effects of psychological contract breach on attitudes and performance:The moderating role of competitive climate[J].International Journal of Hospitality Management,2016,55:1-10.

[3]MD Collins.The effect of psychological contract fulfillment on manager turnover intentions and its role as a mediator in a casual,limited-service restaurant environment[J].International Journal of Hospitality Management,2010,29(04):736-742.

[4]Epitropaki O.A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: Testing a moderated-mediated model[J].Journal of Organizational Behavior,2012,34(01):65-86.

[5]Merrill J.Rise of‘Uberisation’prompts call for better labor rights in 5-million-strong‘Shared Economy’[J].Independent,2016,8(02):5-8.

[6]Narasimhan C,Papatla P,Jiang B,et al.Sharing Economy:Review of Current Research and Future Directions[J].Customer Needs and Solutions,2018,5(01-02):93-106.

[7]MM Munkøe.Regulating the European Sharing Economy:State of Play and Challenges[J].Intereconomics,2017,52(01):38-44.

[8]Leighton P.Neither Fish nor Fowl:The Professional Self-employed and the need for a Better Regulatory Framework[D].CESR Review,2011.

[9]Einav L,Farronato C,Levin J.Peer-to-Peer Markets[J].Annual Review of Economics,2016,8:615-635.

[10]Minter K.Negotiating Labor Standards in the Gig Economy:Airtasker and Unions New South Wales[J].Economic&Labor Relations Review,2017,28(03):438-454．

[11]Friedman,Gerald.Workers without employers:shadow corporations and the rise of the gig economy[J].Review of Keynesian Economics,2014,2(02):171-188.

[12]Robinson M.When Employees Feel Betrayed:A Model of How Psychological Contract Violation Develops[J].Academy of Management Review,1997,22(01):226-256.

[13]Wanous,John P.A Causal-Corelational Analysis of the Job-Satisfaction and Performance Relationship[J].Journal of Applied Psychology,1974,59(02):139-144.

[14]Robinson S L,Rousseau D M.Violating the Psychological Contract:Not the Exception but the Norm[J].Journal of Organizational Behavior,2010,15(03):245-259.

[15]杨文华，何翘楚．平台经济业态下去集体化劳动关系的生成及治理[J]．改革与战略，2018，(01)：39-44．

[16]袁文全，徐新鹏．共享经济视阈下隐蔽雇佣关系的法律规制[J]．政法论坛，2018，(01)：119-130．

[17]高超民．分享经济模式下半契约型人力资源管理模式研究——基于6家企业的多案例研究[J]．中国人力资源开发，2015(23)：16-21．

[18]张成刚．共享经济平台劳动者就业及劳动关系现状——基于北京市多平台的调查研究[J]．中国劳动关系学院学报，2018，32(03)：61-70．

[19]何勤，邹雄，李晓宇．共享经济平台型灵活就业人员的人力资源服务创新研究——基于某劳务平台型网站的调查分析[J]．中国人力资源开发，2017，(12)：148-155．

[20]甘春华，周志宁．共享经济模式下劳动关系的变异、影响及规制——以广州滴滴出行公司为例[J]．工会理论研究，2017，(06)：19-23+28．

[21]白永亮．共享经济下灵活就业法律制度重构[J]．江西社会科学，2017，37(10)：209-217．

[22]李天健，苏勇．企业平台化、共享经济与人力资源管理变革[J]．管理现代化，2018(03)：105-108．

[23]乔启瑶．心理契约违背对组织承诺与工作绩效影响的实证研究[J]．企业改革与管理，2020(01)：86-87．

[24]龙立荣，易谋，张勇．交易型与关系型心理契约对员工任务绩效和关系绩效的影响——绩效薪酬和上级支持感的调节作用[J]．预测，2015，34(01)：8-14．

[25]黄诺．中国情境下关系型心理契约对酒店行业员工工作绩效的影响[J]．现代商业，2020(30)：124-126．

[26]雷刚．魅力型领导对员工绩效的影响：心理契约的中介作用[J]．领导科学，2020(10)：47-50．

[27]Homans G C. Emile Durkheim-Georg Simmel,1858-1958||Social Behavior as Exchange[J].American Journal of Sociology,1958,63(06):597-606.

[28]Blau P M.Social Exchange[J].International Encyclopedia of the Social Sciences,1968,7:452-457.

[29]Shore L M,JA Coyle-Shapiro,Chen X,et al.Social Exchange in Work Settings:Content, Process,and Mixed Models[J].Management and Organization Review,2009,5(03):289-302.

[30]Beersma B,Homan A C,Kleef G,et al.Outcome interdependence shapes the effects of prevention focus on team processes and performance[J].Organizational Behavior and Human Decision Processes,2013,121(02):194-203.

[31]Gouldner A W.The Norm of Reciprocity:A Preliminary Statement[J].American Sociological Review,1960,25(02):161-178.

[32]韩钰，庄颜嫣．仆人式领导与员工主动行为的关系探究——基于社会交换理论[J]．领导科学，2020(08)：73-75．

[33]王红芳，杨俊青，刘伟鹏．总体报酬对员工绩效的影响机制研究——基于社会交换理论视角[J]．软科学，2019，33(10)：76-81．

[34]Botsman R,Rogers R.What’s Mine Is Yours:The Rise of Collaborative Consumption[J].harper collins,2010.

[35]Benita Matofska.What Is the Sharing Economy?[J].The people who share,2016.

[36]Martin C J.The sharing economy:A pathway to sustainability or a nightmarish form of neoliberal capitalism?[J].Ecological Economics,2016,121(jan.):149-159.

[37]Niam Y,Shamika R.The Current and Future State of the Sharing Economy[J].Ssrn Electronic Journal,2017.

[38]郑志来．共享经济的成因、内涵与商业模式研究[J]．现代经济探讨，2016(03)：32-36．

[39]张孝荣，俞点．共享经济在我国发展的趋势研究[J]．新疆师范大学学报(哲学社会科学版)，2018，39(02)：132-146．

[40]周亚平，游勇．分享与共荣:共享经济的扩散机制研究——以共享单车的扩散为例[J]．兰州大学学报 (社会科学版)，2018，46(01)：23-32．

[41]马广奇，陈静．基于互联网的共享经济:理念、实践与出路[J]．电子政务，2017，(03)：16-24．

[42]Argyris C,Ditz G W.Understanding Organizational Behavior[J].American Journal of Sociology,1960,26(01):457-458.

[43]Levinson H,Price C R,Munden K J,et al.Men,management and mental health[M].Cambridge:Harvard University Press,1962.

[44]John,Paul,Kotter.The Psychological Contract:Managing the Joining-Up Process[J].California Management Review,1973,15(03):91-99.

[45]Guest D E.Is the psychological contract worth taking seriously[J].Journal of Organizational Behavior,1998,19:649-664.

[46]Macneil I R.Relational　contract:What we do and do not know[J].Wisconsin law review,1985,1985:483.

[47]Robinson S L,Rousseau K.Changing Obligations and the Psychological Contract:A Longitudinal Study[J].Academy of Management Journal,1994,37(01):137-152.

[48]Rousseau D M,Tijoriwala S A.Perceived Legitimacy&Unilateral Contract Changes:It Takes a Good Reason to Change a Psychological Contract[M].London:Sym Posium at the Sl OP meetings,1996,237-318.

[49]李原，孙健敏．雇用关系中的心理契约：从组织与员工双重视角下考察契约中“组织责任”的认知差异[J]．管理世界(月刊)，2006，(11)：101-110．

[50]朱嘉蔚，朱晓妹，孔令卫．心理契约多元关系路径及其影响效应研究——基于扎根理论的个案分析[J]．江西社会科学，2019，39(03)：215-224．

[51]陈加洲，凌文辁，方俐洛．员工心理契约结构维度的探索与验证[J]．科学学与科学技术管理，2004，25(03)：94-97．

[52]李原，郭德俊．员工心理契约的结构及其内部关系研究[J]．社会学研究，2006(05)：151-168+245．

[53]Hootegem A V,Witte H D.Qualitative Job Insecurity and Informal Learning:A Longitudinal Test of Occupational Self-Efficacy and Psychological Contract Breach as Mediators[J].International Journal of Environmental Research and Public Health,2019,16(10).

[54]Robinson S L,Morrison E W.Psychological contracts and OCB:The effect of unfulfilled obligations on civic virtue behavior[J].Journal of Organizationl Behavior,1995,16(03):289-298.

[55]杨杰,凌文辁,方俐洛．心理契约破裂与违背刍议[J]．暨南学报(哲学社会科学版)，2003，(02)：58-64．

[56]曹威麟，陈文江．心理契约研究述评[J]．管理学报，2007，4(05)：685-686．

[57]李洪英，于桂兰，李淑芬．战略人力资源管理、心理契约履行与组织绩效关系的统计考察[J]．统计与决策，2017，(18)：124-127．

[58]March J G,Simon H A.Organizations[M].Oxford,England:Wiley,1958.

[59]Ashforth B E,Mael F.Social Identity Theory and the Organization[J].Academy of Management Review,1989,14(01):20-39.

[60]O’Reilly C,Chatman J.Organizational Commitment and Psychological Attachment:The Effect of Compliance,Identification,and Internalization on Prosocial Behavior[J].Journal of Applied Psychology,1986,71(03):492-499.

[61]Smidts A,Pruyn A,Van Riel C B M.The impact of employee communication and perceived external prestige on organizational identification[J].Academy of Management Journal,2001,44(05):1051-1062.

[62]Cheney G.On the various and changing meanings of organizational membership:A field study of organizational identification[J].Communication Monographs,1983,21(04):712-718.

[63]Dick R V,Wagner U,Stellmacher J,et al.The utility of a broader conceptualization of organizational identification:Which aspects really matter?[J].Journal of Occupational and Organizational Psychology,2004.

[64]王彦斌．管理中的组织认同[M]．北京：人民出版社，2004．

[65]申平玉，刘永恒．组织认同的概念界定、理论观点和形成机制综述[J]．商业经济研究，2016(23)：94-96．

[66]肖志明．身在曹营，心会在汉吗? ——组织隔离下远程员工组织认同影响研究[J]．华东经济管理，2019，33(09)：178-184．

[67]Mael F,Ashforth B E.Alumni and their alma mater:A partial test of the reformulated model of organizational identification[J].Journal of Organizational Behavior,1992,13(02):103-123.

[68]Bhattacharya C B,Rao H,Glynn M A.Understanding the Bond of Identification:An Investigation of Its Correlates among Art Museum Members[J].Journal of Marketing,1995,59(04):46.

[69]MD Johnson,Morgeson F P,Herman D R.Erratum:Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior[J].Journal of Organizational Behavior, 2013,34(03):426-426.

[70]Bamber E M,Iyer V M.Big 5 Auditors’Professional and Organizational Identification: Consistency or Conflict?[J].Auditing A Journal of Practice & Theory,2002,21(02):págs.21-38.

[71]Schrodt,Paul.The relationship between organizational identification and organizational culture:Employee perceptions of culture and identification in a retail sales organization[J].Communication Studies,2002,53(02):189-202.

[72]魏均．主观幸福感对知识型员工组织认同的影响．科研管理[J]．2009，30(02)：171-178．

[73]钱士茹，徐自强，王灵巧．新生代员工心理契约破裂和离职倾向的关系研究[J]．现代财经(天津财经大学学报)，2015，35(02)：102-113．

[74]务凯，张再玄，李永鑫．家长式领导与员工离职意向：组织认同的中介作用[J]．心理与行为研究，2018，16(04)：557-562．

[75]付晓蓉．论关系情境下组织认同对顾客信任企业化的影响．科研管理[J]．2014，35(06)：136-144．

[76]张淑华，刘兆延．组织认同与离职意向关系的元分析[J]．心理学报，2016，48(12)：1561-1573．

[77]宋靖，张勇，贾铖等．越多主动，越高绩效：组织社会化与组织认同的作用[J]．中国人力资源开发，2019，36(10)：13．

[78]Bernadin H J,Beatty R W.Performance appraisal:assessing human behaviour at work[J].Kent Human Resource Management,1984.

[79]Borman W C,Motow idlo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance[A].In Schmitt N,Borman W C,eds.Personnel Selection in Organizations[C].San Francisco:Jossey-Bass,1993,71-98.

[80]Campbell J P.Modeling the Performance Prediction Problem in Industrial and Organizational Psychology:Handbook of Industrial & Organizational Psychology[C],Ed,Md Dunnette & Lm Hough,Eds Consulting Psychologists,1990.

[81]Dan S C,Oh I S,Wang J,et al.A bigger piece of the pie:The relative importance of affiliative and change-oriented citizenship and task performance in predicting overall job performance[J].Human Resource Management Review,2017.

[82]Chen Z X,Tsui A S,Farh J L.Loyalty to Supervisor vs.Organizational Commitment: Relationships to Employee Performance in China[J].Journal of Occupational & Organizational Psychology,2011,75(03):339-356.

[83]Subramaniam K,Luks T L,Garrett C,et al.Intensive cognitive training in schizophrenia enhances working memory and associated prefrontal cortical efficiency in a manner that drives long-term functional gains[J].Neuroimage,2014,99:281-292.

[84]杜鹏程，丁梦茹，巩妙宇．组织认同与非任务绩效关系的元分析[J]．科技管理研究，2016，36(16)：137-143．

[85]任湘郴，杨立邦，任腾．企业社会责任对员工工作绩效的跨层次作用研究——基于组织认同感的中介作用[J]．湖南社会科学，2017，4(04)：61-66．

[86]王璐，张东生．差序氛围下绩效考核公平性与下属绩效关系研究[J]．领导科学，2017，1(29)：43-45．

[87]张阔，侯茶燕，杨柯．心理资本与工作绩效的关系：基于本土心理资本理论的视角[J]．心理学探新，2017，37(03)：262-268．

[88]Shantz A,Alfes K,Truss C,et al.The role of employee engagement in the relationship between job design and task performance,citizenship and deviant behaviors[J].International Journal of Human Resource Management,2013,24(13):2608-2627.

[89]Liu J,Belkin N J.Multi-aspect information use task performance:The roles of topic knowledge,task structure,and task stage[J].Proceedings of the American Society for Information Science and Technology,2014,51(01):98-103.

[90]Chae H,Choi J N.Contextualizing the effects of job complexity on creativity and task performance:Extending job design theory with social and contextual contingencies[J]. Journal of Occupational and Organizational Psychology,2018,91(02):316-339.

[91]张辉华．个体情绪智力与任务绩效：社会网络的视角[J]．心理学报，2014，46(11)：1691-1703．

[92]古银华，李海东，苏勇．主管信任真会促进员工任务绩效吗?——认知依赖和权力距离的作用[J]．商业经济与管理，2017(01)：34-43．

[93]许刚全，陈书扬，李欣．辱虐管理对员工任务绩效的影响——以工作投入为中介[J]．全国流通经济，2019(20)：100-101．

[94]McEnrue M P.Length of experience and the performance of managers in the establishment phase of their careers[J].Academy of Management Journal,1988,31(01):175-185.

[95]Chatman J A.Matching People and Organizations: Selection and Socialization in Public Accounting Firms[J].Administrative Science Quarterly,1991,36(03):459-484.

[96]Van Maanen J,Schein E H.Toward a Theory of Socialization[J].In Research in Organizational Behavior,1979,1:209-264.

[97]闫佳怡，宋轶凡，施俊琦．工作年限与工作绩效关系研究[J]．职业，2014，(01)：74-75．

[98]陈佳琪，陈忠卫．企业内部人际信任对组织公民行为影响的实证研究——以工作年限为调节变量[J]．西安财经学院学报，2014，27(02)：85-91．

[99]李祥飞，张再生，肖凤翔．工作年限对知识型员工组织承诺的影响作用研究——基于内外在薪酬的调节作用[J]．西安交通大学学报(社会科学版)，2013，33(02)：41-48．

[100]William H,Turnley,et al.The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors[J].Journal of Management,2003,29(02):187-206.

[101]Lester K.Broken Promises:Equity Sensitivity as a Moderator Between Psychological Contract Breach and Employee Attitudes and Behavior[J].Journal of Business & Psychology,2001,16(02):191-217.

[102]Rodwell J,Ellershaw J,Flwer R.Fulfill psychological contract promises to manage in-demand employees[J].Personnel Review,2015,44(05):689–701.

[103]沈伊默，袁登华．心理契约破坏感对员工工作态度和行为的影响[J]．心理学报，2007，39(01)：155-162．

[104]Zagenczyk T J,Gibney R,Few W T,et al.Psychological Contracts and Organizational Identification:The Mediating Effect of Perceived Organizational Support[J].Journal of Labor Research,2011,32(03):254-281.

[105]Conway N,Briner R B.Full-Time versus Part-Time Employees:Understanding the Links between Work Status,the Psychological Contract,and Attitudes[J].Journal of Vocational Behavior,2002,61(02):279-301.

[106]Norris D R,Niebuhr R E.Organizational tenure as a moderator of the job satisfaction-job performance relationship[J].Journal of Vocational Behavior,1984,24(02):169-178.

[107]Bal P M,De Cooman R,Mol S T.Dynamics of psychological contracts with work engagement and turnover intention:The influence of organizational tenure[J].European Journal of Work & Organizational Psychology,2013,22(01):107-122.

[108]Bal P M,Jansen P,Velde M,et al.The role of future time perspective in psychological contracts:A study among older workers[J].Journal of Vocational Behavior,2010,76(03):474-486.

[109]Sobaih A,Ibrahim Y,Gabry G.Unlocking the Black Box:Psychological Contract Fulfilment as a Mediator between HRM Practices and Job Performance[J].Tourism Management Perspectives,2019,31:171-181.

[110]温忠麟，叶宝娟．中介效应分析：方法和模型发展[J]．心理科学进展，2014，22(005)：731-745．

[111]Hayes A.Introduction to mediation,moderation,and conditional process analysis[J].Journal of Educational Measurement,2013,51(03):335-337.