Technological developments within advanced economies are impacting organisations and working lives. With the advent of ‘Industry 4.0’, Universal Basic Income (UBI) is being cast as a potential ‘buffer’—a social safety net—to the restructuring of organisations, jobs, and economies that are already underway. The Covid-19 pandemic is providing an additional impetus as governments instigate similar safety nets as employment falls in the wake of the virus. To date, much of the debate concerning UBI has taken place in disciplines outside the auspices of Human Resource Management with most commentary occurring within the spheres of economics and social policy. This conceptual study is one of the first within the human resource management (HRM) field to address the potential impacts of UBI on orientations to work and the management of employees. To do this, we focus on a central underpinning theory within HRM, the psychological contract and how this might be affected by its introduction. Finally, a research agenda is developed that provides options by which we might explore the implications of UBI for the practice of HRM when and if such schemes are implemented.

中文翻译：

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分析普遍基本收入在不断变化的工作世界中的影响：对心理契约的挑战和未来的研究议程

发达经济体的技术发展正在影响组织和工作生活。随着“工业 4.0”的到来，普遍基本收入 (UBI) 被视为潜在的“缓冲”——社会安全网——对已经在进行的组织、就业和经济的重组。Covid-19 大流行提供了额外的推动力，因为随着病毒爆发后就业率下降，各国政府也建立了类似的安全网。迄今为止，关于 UBI 的大部分辩论都发生在人力资源管理之外的学科中，大多数评论发生在经济和社会政策领域。这项概念研究是人力资源管理 (HRM) 领域内第一个解决 UBI 对工作方向和员工管理的潜在影响的研究之一。为此，我们专注于人力资源管理中的一个核心基础理论，即心理契约以及它的引入如何影响它。最后，制定了一个研究议程，提供了一些选项，我们可以通过这些选项探索 UBI 对 HRM 实践的影响，何时以及是否实施此类计划。