数字时代“大厂”员工的工作压力成因及其消解： 技术嵌入·组织机制·文化情境

The Causes and Resolution of Work Pressure Among Employees of "Big Factory" in the Digital Age: Technology Embedding, Organizational Mechanism, and Cultural Context

摘要:

:互联网大厂通过技术嵌入、组织机制、文化情境三个方面提升了员工的工作压力值,打破员工工作生活的边界,形成了全员的“业务锦标赛”“绩效锦标赛”和固定淘汰制。再加上市场竞争的催化倒逼和有关劳动者权益保护制度和协商机制的不完善,引发了大厂员工的高流动性。大厂这一全员性全过程的数字劳动模式,是全社会劳动管理数字化转型的一个集中缩影。应当正视数字化转型中大厂劳动管理模式对劳动者权利保护的负面作用,从减少对员工的全过程全景式监控、降低员工劳动过程中对于技术和网络的过度依赖、打破强制裁汰标准的绩效锦标赛、建设员工友好型企业文化等几个方面降低员工的工作压力值,努力促进员工工作和生活的平衡,有效保护数字时代大厂员工的各项劳动权益,实现数字经济的可持续发展。

Abstract:

Internet Big Factory have lift work pressure value of employees through technology embedding, organizational mechanism, and cultural context, breaking the boundaries of their work and life, and forming a "business championship", "performance championship", and fixed elimination system for all employees. In addition, the catalytic pressure of market competition and the imperfect system for protecting the rights and interests of workers and negotiation mechanism have led to high mobility of employees in Big Factories. Big Factory"s whole-process digital labor model under the "ring prison" is a centralized epitome of the digital transformation of labor management in the whole society. It is necessary to face up to the negative effects of the labor management model of Big Factory on the protection of workers" rights in digital transformation, reduce the panoramic monitoring of the entire process of employees, reduce the excessive dependence of employees on technology and networks, break the performance championship of mandatory layoffs, and build an employee-friendly corporate culture, so as to promote the work-life balance of employees, effectively protect the labor rights and interests of Big Factory employees.