Research On The Influencing Factors And Configuration Path Of Employment Choice Of Flexible Employees Under The Sharing Economy

The continuous adjustment of economic structure around the world has led to the transformation of employment structure and employment mode.The emergence of the sharing economy has broken the limitations of time and space and provided more forms of employment for workers.In view of the Internet empowerment,the change of employment attitude and the support of employment policy,the choice of flexible employment is changing individually from passive to active,and the form of flexible employment is developing rapidly.Flexible employees inject new vitality into enterprises to meet the development needs of reducing cost and increasing efficiency.How to effectively attract flexible employees has become an urgent problem for enterprises.Domestic and foreign scholars ’ research on flexible employment focuses on the implementation of social security policies,the promotion of new employment forms,the improvement of labor contracts and other issues,as a result of lacking the attention to the individual flexible employees,and the study of the factors affecting the employment choice of flexible employees is even less,ignoring the practical problem of what effective measures can be taken by enterprises to effectively attract flexible employees.Therefore,it is very important to study the employment choice of flexible employees in the context of sharing economy.This thesis takes workers with flexible employment experience as the research object,and uses the grounded theory and fuzzy set qualitative comparative analysis method to explore the influencing factors and selection paths of employment choices of flexible employees,so as to help enterprises formulate more targeted recruitment strategies.First of all,by combing the literature to obtain the influencing factors of workers in the process of employment choice,the flexible employment,flexible employees and employment choice are defined and conceive the main content of the thesis.Secondly,according to the research objectives,28 people with flexible employment experience were interviewed to conduct an exploratory study on the influencing factors of employment choice of flexible employees.The process analysis of threelevel coding of grounded theory was used to obtain six influencing factors of employment choice of flexible employees.According to the basic principles of planned behavior theory,the six influencing factors are divided into three categories.Finally,332 valid questionnaires were collected through questionnaire survey,and fuzzy set qualitative comparative analysis method was used to obtain the combination path of high employment choice influencing factors and non-high employment choice influencing factors of flexible employees,and corresponding countermeasures and suggestions were provided according to different paths.After studying the employment choice of flexible employees,the main conclusions of this study are as follows : First,the employment choice behavior of flexible employees is affected by factors such as salary and welfare,working conditions,role clarity,social group support,perceived usefulness and self-efficacy.Combined with the theory of planned behavior,the six influencing factors are divided into three types : behavioral attitude,subjective norm and perceived behavioral control.Second,a single antecedent condition is not a necessary condition for high employment choice behavior;third,the paths to achieve high and non-high employment choice behavior can be summarized into five categories : behavioral attitudedriven,role clarity-subjective norm synergy,self-perception-driven,role clarity-perceived behavior synergy,and behavioral attitude-subjective norm synergy.Fourth,in the configuration path of high employment choice behavior,there are salary and welfare,working conditions and social group support,self-efficacy;compensation and perceived usefulness;role clarity has three substitution relationships with salary and welfare,perceived usefulness.The research conclusions provide reference for further reforming the human resource management of enterprises and improving the ability of enterprises to attract talents.