基于价值共创理论、自我决定理论和目的性工作行为理论，探索平台零工在新型非典型雇佣策略下的弹性工作制对员工创新绩效的影响机理。本文以平台零工的越轨创新为中介变量，工作自主性为调节变量，建立了弹性工作制度对员工创新绩效有调节的中介效应模型。研究结果表明：弹性工作制对员工的越轨创新有积极影响；越轨创新在弹性工作制与创新绩效中起部分中介作用；员工的工作自主性不但可以正向调节弹性工作制和越轨创新，还可以正向调节“弹性工作制-越轨创新-创新绩效”这一中介模型。引导平台企业新型非典型雇佣管理需加强平台零工的监督管理、强化工作自主性的管理机制和重视创新绩效的评估改进等措施建议。

Based on value co-creation theory, self-determination theory and purposive work behaviour theory, we explore the mechanism of the impact of flexible working on employees' innovation performance under a new atypical employment strategy for platform odd jobs. In this paper, we model the mediating effect of a flexible work system that has a moderating effect on employee innovation performance, using transgressive innovation of platform odd jobs as the mediating variable and job autonomy as the moderating variable. The results show that flexible working system has a positive effect on employees' deviant innovation; Deviant innovation plays a partial mediating role between flexible working system and innovation performance. Employees' job autonomy can not only positively regulate flexible working system and deviant innovation, but also positively regulate the intermediary model of "flexible working system, deviant innovation and innovation performance". Guiding the management of new atypical employment in platform enterprises requires strengthening the supervision and management of platform odd workers, strengthening the management mechanism of work autonomy, and emphasizing the evaluation and improvement of innovation performance.