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隐性强制过劳是企业利用制度、规则或组织氛围等,引导员工意愿过度劳动,但其意愿背后仍然是企业的一种强制行为。本文以社会心理安全氛围(PSC)为切入点,运用扎根理论,对员工面临隐性强制过劳时采取的应对策略进行质性研究。研究结果表明,员工面临隐性强制过劳时采取的应对策略为调整后的EVLN模型,即“退出一发言一忠诚一默许”(EVLA)模型。高PSC组织中员工倾向采取积极的应对策略(如发言),使得组织隐性强制过劳行为有所缓解:低PSC组织中员工倾向采取中立或消极的应对策略(如默许、忠诚),使得组织隐性强制过劳行为持续存在甚至发展升级。最后针对组织营造高社会心理安全氛围提出了管理建议,为应对组织隐性强制过劳、推进企业健康组织的建设和治理提供了新思路。
Implicit overwork is the use of the system, rules or organizational climate, etc., to guide employees over-work, but their wishes are still behind a corporate mandatory behavior. Taking the social psychological safety atmosphere (PSC) as the starting point, this article uses the grounded theory to conduct a qualitative research on the coping strategies adopted by employees in the face of implicit overcrowding. The results show that the coping strategies adopted by employees in the process of implicit overcrowding are the adjusted EVLN model, that is, the model of “exit a speech-loyalty-acquiescence” (EVLA). Employees in high-PSC organizations tend to take a proactive strategy such as speaking, which alleviates the implicit coercion in the organization: Low-PSC employees tend to adopt neutral or negative coping strategies such as acquiescence, loyalty, Implicit forced overwork is persistent or even escalated. At last, it puts forward the management suggestion for the organization to create a high social psychological safety atmosphere, which provides a new idea to cope with the implicit compulsory labor organization and promote the construction and governance of the enterprise health organization.