工商人类学视野中的情感内卷化--基于H公司的研究

The Emotional Involution from the Perspective of Business Anthropology:A Case Study Based on H Company

德国哲学家康德提出“内卷化”这个范畴;戈登威泽从文化模式变化的角度进一步丰富了内卷化这个范畴;人类学家吉尔茨通过对爪哇农业社会形态变化的长期研究,把内卷化这个范畴明确地引入经济学研究的范畴,并以一个现实的案例阐述了内卷化在现实经济社会中的存在状态。由此,内卷化理论成为经济学领域一个重要的理论体系。把内卷化理论引入组织微观领域,通过应用工商人类学的研究方法,分析了内卷化在组织文化建设中的具体表现,提出在组织行为层面,内卷化表现为“情感内卷化”。在组织文化构建的过程中,正是情感内卷化保证了组织成员的情感能够专注于组织而最大限度地降低了外界信息对其行为的影响,而组织文化正是借助情感内卷化融入组织成员的行为中,最终达到提升组织绩效的目标。情感内卷化在组织文化建设中的有效实施是通过建立严密的文化传播路径,营造一个融洽的组织成员交往环境,建立起组织成员对组织的高信任度,最终实现情感的内卷化。

German philosopher Kant put forward the category of“involution”,which was further enriched by Gordon Weitzer from the perspective of cultural model changes.Anthropologist Giltz introduced involution into the category of economic research through long-term research on the change of agricultural social forms in Java,and illustrated the involution in real economic societies with a practical case.Therefore,the involution theory has become an important theoretical system in the field of economics.In this study,the theory of involution is introduced into the micro field of an organization.By applying the research methods of business anthropology,the specific performance of involution in the construction of organizational culture is analyzed,and it is proposed that at the level of organizational behaviors,involution is expressed as“emotional Involution”.In the process of organizational culture construction,it is emotional involution that ensures the emotions of organizational members to focus on the organization and minimize the impact of external information on their behaviors.Organizational culture is integrated into the behavior of organizational members with the help of emotional involution,so as to achieve the goal of improving organizational performance.The effective implementation of emotional involution in the construction of organizational culture is to establish a close cultural communication path,create a harmonious communication environment for members of the organization,establish a high degree of trust in the organization,and finally realize the internalization of emotions.