雇佣关系、工作压力对组织犬儒主义的影响——基于企业文化视角的研究

The Effect of Employment Relationship and Work Pressure on Organizational Cynicism:A Research Model based on the Perspective of Corporate Culture

基于社会交换理论、自我决定理论,本文以国内高新技术园区86家企业157名中层管理者以及1039名配对员工的调研数据为基础,对雇佣关系与组织犬儒主义之间的作用机制进行了实证分析,考察了工作压力的中介作用以及企业文化的调节作用。研究发现:第一,相互投资型与投资过度型雇佣模式与员工的工作压力感知和组织犬儒主义倾向存在显著的负相关关系,投资不足型与交易契约型雇佣关系与员工的工作压力感知和组织犬儒主义倾向存在显著的正相关关系;第二,工作压力在相互投资型、投资过度型以及交易契约型雇佣模式与组织犬儒主义之间发挥部分中介作用,而在投资不足型雇佣模式与组织犬儒主义之间发挥完全中介作用;第三,内部整合和外部适应企业文化对于工作压力与组织犬儒主义的关系均起到负向调节的作用。

In recent years,with the change of organizational environment,more and more companies have begun to implement the"996"or even"997"work system,which has caused work pressure to become a common phenomenon in the workplace.As a typical product of the employment relationship,work stress has not been discussed too much in the research on the different stress responses that employees will show under different employment modes.Therefore,based on social exchange theory and self-determination theory,this article explores the"black box"mechanism between the employment relationship and work pressure from the interactive perspective between the incentives provided by the organization and the expected contribution.It is worth noting that fast-paced work activities,increasingly complex work content,and constantly innovating work responsibilities and standards have also deepened employees’negative feelings towards the organization when they trigger a high level of pressure perception among employees,making individuals’organizational cynicism tendencies.Increasingly serious,it seriously threatens the development of the organization and personal professional growth.Organizational cynicism,as a negative work attitude and emotional state,is often closely related to employees’work experience and work pressure in the workplace environment.At the same time,the employment relationship is embodied as the specific process of the company’s work affairs.The implementation of its different modes usually affects the employees’perception and experience of the comfort of the workplace environment.Then,does the employee’s own organizational cynicism have a certain correlation with the company’s employment relationship?What are the differences in the organizational cynicism of employees under different employment models?Existing studies have not conducted in-depth discussions on this.There is still a certain degree of ambiguity in the mechanism of interaction.Therefore,the article focuses the dependent variable on the organizational cynicism of employees,and examines the intermediary logic of work pressure in the employment relationship and it has realistic urgency.In addition,in reality,on the one hand,companies use corporate cultural indicators such as beliefs and values to achieve the overall strategic goals.It has become the norm in the industry;on the other hand,the"wolf culture"pursued by some domestic companies has caused high levels of employees.Negative reports such as intense work pressure have become social hot spots.Then a question that follows is whether and how corporate culture affects employees’pressure perception.The answer to this question helps us better understand some unique cultural phenomena in reality.Therefore,the article focuses on the regulatory effect of corporate culture,hoping that relevant conclusions can guide companies to better engage in cultural management.To sum up,Based on social exchange theory and self-determination theory,the article uses survey data of 157 middle managers and 1,039 matched employees in 86 companies in domestic high-tech parks to conduct an empirical analysis of the mechanism of employment relationship and organizational cynicism,and examines the intermediary role of work pressure,and discusses the regulating role of organizational Culture.The research conclusions include:First of all,both the mutual investment and overinvestment employment relationships are negatively correlated with employees’perceived work pressure and organizational cynicism;In addition,underinvestment and contractual employment relationships positively affect employees’perceptions of work pressure and organizational cynicism.Second,work pressure plays a partial intermediary role between mutual investment,overinvestment,and transaction contract employment models and organizational cynicism.At the same time,work pressure plays a complete intermediary role between underinvestment employment models and organizational cynicism.Third,both internal integration and external adaptation to corporate culture have a negative moderating effect on the relationship between work pressure and organizational cynicism.