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论文编号：	12375
作者编号：	2120192901
上传时间：	2021/6/9 21:13:27
中文题目：	内部众包平台参与意向研究—— 基于技术接受模型和沉浸理论
英文题目：	Employees'''''''' intention to participate in the internal crowdsourcing platform: Based on Technology Acceptance Model and Work Flow
指导老师：	刘俊振
中文关键字：	内部众包；参与意向；技术接受模型；沉浸感
英文关键字：	Internal Crowdsourcing; Intention to Participate; Technology Acceptance Model;Work Flow
中文摘要：	当前信息科技的发展为众包的实现提供了可能性。众包在具有其创新性、 高效性等优点的同时，也存在着未知的接包方带来的知识产权、法律与道德方 面的风险以及任务完成质量参差不齐等问题。因此内部众包作为既可以获得众 包利益，同时又能降低风险的一种选择，逐渐被企业开始关注。但由于内部众 包强调员工的自主性，因此企业对雇员参与内部众包的强制性约束较低。理性 行为理论认为，参与意向是参与行为最重要的预测工具，因此探讨员工内部众 包参与意向尤为重要。国内外学者对众包参与意向的研究已经比较丰富，但对 于内部众包参与意向的关注比较少。 员工接触内部众包的第一步通常不是直接接单并完成任务，而是首先会浏 览内部众包网站，阅读网站上发布的任务、要求、报酬等基本信息，并与其他 使用网站的同事沟通交流。因此本研究关注员工从使用网站到实际接单之间的 关系。首先，采用探索性研究，根据有内部众包经验的员工所提出的一些影响 其参与意向的因素，进一步明确实证研究的模型及变量。其次，结合理性行为 理论构建实证研究的理论模型，基于技术接受模型和沉浸理论提出研究假设并 进行检验。本研究运用 SPSS 和 MPLUS 对涉及多个行业、所有制、企业规模、 工作岗位的 214 名被试所填问卷进行了统计分析，实证检验结果如下：感知有 用性、感知易用性和沉浸感均对企业内部众包中员工参与意向具有显著正向的 影响。平台使用满意度在感知有用性和感知易用性对参与意向的影响中起中介 作用。 本研究的贡献主要有：丰富了员工参与企业内部众包意向的前因变量。其 中，技术接受模型和沉浸感是常用的研究众包参与意向的影响因素，本研究将 其引入企业内部，拓展了其应用范围。此外，本文的探索性研究为管理实践中 如何提升员工感知易用性、感知有用性和沉浸感提供了依据。最后，针对理论 建构和研究设计方面的不足，本研究提出未来可以继续关注研究中的控制变量 即行业、学历等因素和感知有用性以及感知易用性的前因变量和参与意向的结 果变量。
英文摘要：	Since the reform and opening up, as China's industry upgrades, the proportion of tertiary industry is rising, and the development of crowdsourcing industry is in full swing. While crowdsourcing has the advantages of innovation and efficiency, it also has the problems of intellectual property, legal and moral risks brought by unknown contractors and uneven quality of task completion. Therefore, internal crowdsourcing is gradually gaining attention as an option to obtain the benefits of crowdsourcing while reducing risks. However, because internal crowdsourcing emphasizes employee autonomy, companies have low mandatory constraints on employee participation in internal crowdsourcing. Rational behavior theory suggests that participation intention is the most important predictive tool for participation behavior. Therefore, it is particularly important for companies to find ways to increase employees' intention to participate in internal crowdsourcing. There has been abundant research on crowdsourcing participation intention by domestic and international scholars, but less attention has been paid to internal crowdsourcing participation intention. The first step for employees to approach internal crowdsourcing is usually not to directly take orders and complete tasks, but to first browse the internal crowdsourcing website, read the basic information of tasks, requirements, and compensation posted on the website, and communicate with other colleagues who use the website. First, a review of related studies reveals that the technology acceptance model and flow are the more commonly used theoretical foundations for the factors influencing the intention to participate in general crowdsourcing. Second, an exploratory study is used to further clarify the model and variables for the empirical study based on some factors affecting their participation intention proposed by employees with crowdsourcing experience. Third, a theoretical model for the empirical study is constructed by combining rational behavior theory, and research hypotheses are proposed and tested based on technology acceptance model and the flow theory. The results of the empirical tests are as follows: perceived usefulness, perceived ease of use, and flow all have significant positive effects on employees' intention to participate in intra-company crowdsourcing. Platform usage satisfaction mediates the effect of perceived usefulness and perceived ease of use on engagement intention. The main contributions of this study include the enrichment of antecedent variables for employees' intention to participate in intra-company crowdsourcing. Among them, the technology acceptance model, which is a commonly used model to study intention to participate in crowdsourcing, is extended by introducing it into the intrapreneurial context. This study also focuses on the effect of flow in internal crowdsourcing platforms. In addition, the exploratory study provides additional sources of factors influencing engagement intention, and provides a basis and support for how to enhance employees' perceived ease of use, perceived usefulness, and flow in management practice. Finally, to address the shortcomings in the theoretical constructs and research design, this study suggests that future research can continue to focus on the control variables in the study, i.e., factors such as industry and education, and the antecedent variables of perceived usefulness and perceived ease of use and the outcome variable of engagement intention.
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