补偿还是自主:互联网技术嵌入与工作压力作用机制变迁研究

Compensation or Autonomy: Research on the Change of Working Stress Mechanism Under the Internet Technology Embedded

本文基于"中国社会态度与社会发展状况调查"2014年的数据,从奖酬模型、工作要求-控制模型两个工作压力经典模型出发,考察了互联网技术轻度嵌入群体和重度嵌入群体在工作压力作用机制方面的异同。研究结果表明相较于轻度嵌入群体,互联网技术重度嵌入群体具有更高的群体同质性——以受过高等教育的未婚青年为主,更有可能承担高水平的工作压力,且工作压力作用机制具有一定的特点。如传统上具有一定缓解作用的奖酬模型不再显著;在工作要求-控制模型中,本应具有正向作用的团队合作因其带来额外的情感劳动而成为提升压力感的变量,仅有灵活工作时间仍然有利于劳动者工作压力的缓解。这意味着随着互联网技术的深入引入,工作的方式方法和内在机制都在发生变化。

Based on the data of ＂China Social Attitude and Social Development Survey＂ 2014, this paper examines the change of working stress mechanism in the two classical models of the Effort-Reward Imbalance Model and the Job Demand- Control Model between two groups ： the Interact technology mild embedded group and severe embedded group. The results show that the Internet has a higher population homogeneity compared with the mild embedded groups, with unmarried young people with higher education and more likely to bear a high level of work stress. Their work stress Mechanism also have special characteristics. Such as the Effort-Reward Imbalance Model is no longer significant; and in the Job Demand-Control Model, because of its additional emotional work, the teamwork become the source of work stress, only Flexible working hours are still conducive to the relief of workers working stress. This means that with the in-depth introduction of Internet technology, work methods and internal mechanisms are changing.