企业加班文化与员工健康管理研究

Research on Corporate Overtime Culture and Employee Health Management

随着加班现象在我国各行各业中不断地畸形发展,甚至成为“加班文化”,其背后隐藏的员工健康危机已不容小觑,严重违背了以人为本的管理理念。加班文化是指企业为了实现低成本高收益的目的,从价值观的角度唤起员工对企业价值的认同从而引导员工超时、超负荷的工作行为,通过各种管理方式和手段鼓励员工自愿或被自愿地进行加班,以体现员工奉献精神、敬业精神的一种隐性企业文化。从法律规范、企业管理以及劳动者个人三个维度深度剖析其盛行原因,提出健康管理理念的缺失是加班文化大肆横行的主要推手,也是员工健康管理实践步履维艰的巨大阻力,更是人本管理无法从理论走向实践的关键因素。基于此,务必从文化以及价值观入手,加强社会各层面对健康管理理念的倡导以及对个体健康的重视程度。重点提出将健康管理理念深植于企业文化体系之中,作为企业经营发展过程中推崇的精神信念和价值导向。进一步地,从精神文化、制度文化、行为文化、物质文化四个文化层次逐层列出一系列改善措施,用以平衡加班文化以及员工健康管理,切实推进人本管理。

With the abnormal development of overtime work in all industries and fields in China,it has even become a type of“culture”.The hidden health crisis of employees is not to be underestimated,which seriously violates the people-oriented management concept.The overtime culture aims to rouse employees’recognition of enterprise value from the perspective of sense of worth and guides staff to work overtime and overload in order to achieve the goal of low cost and high profit.This is a kind of implicit corporate culture,which encourages employees,through all types of management methods and means,to work overtime voluntarily or not,then reflecting dedication and professionalism of employees.From the three dimensions of legal norms,enterprise management and individual workers,this paper analyzes the reasons for the prevalence of this culture,and points out that the lack of health management concept is the main driving force for the rampant overtime culture,the huge resistance for the difficult health management practice of employees,and the key factor for the people-oriented management to change from theory to practice.To solve this problem,it is necessary to start with culture and values to strengthen the advocacy of health management concept and the emphasis on individual health at all levels of society.It proposes that the concept of health management should be deeply rooted in the system of corporate culture as the spiritual belief and value orientation advocated in the process of corporate operation and development.Furthermore,this paper lists a series of improvement measures from four cultural levels:spiritual culture,institutional culture,behavioral culture and material culture,to balance the overtime culture and staff health management,so as to effectively promote humanistic management.