互联网连接性降低自主性的机制与后效

doi:10.3724/SP.J.1042.2019.01802

摘要/Abstract

摘要：

万物可互联了, 时间却稀缺了, 情感也耗竭了。把这三种现实工作中的趋势关联起来的关键概念是自主性：员工不能自主控制工作时间引发时间稀缺和情感耗竭。过往研究认为, 在一般情景中, 互联网连接性会增加自主性。但是, 当处于一种不对称的权力依赖关系中时, 互联网连接性反而会降低自主性。借助权力依赖理论, 相对依赖性和家长式领导监控氛围是逆转互联网连接性增强自主性的关键条件。通过引入权力依赖理论, 从一个新颖的视角探讨互联网连接性降低自主性的作用机制及其后效, 所构建的理论模型挑战了以往文献中互联网连接性增加自主性的主流理论观点, 也为互联网连接性环境下的自主性问题构建了一个新的理论基础。

关键词: 权力依赖理论, 自主性, 互联网连接性, 家长式威权领导, 情感耗竭

Abstract:

The development of the Internet era has led to the three major changes: the interconnectedness of all things, the scarcity of time, and the exhaustion of emotions. A key concept that connects these three growing trends is autonomy. When employees fail to control their own time at work, they experience the scarcity of time and emotional exhaustion. Previous research has found that constant Internet connectivity increases an individual’s autonomy in general scenarios. However, when employees are in a state of unbalanced power-dependency, constant Internet connectivity might decrease autonomy. Based on the power-dependency theory, follower’s asymmetric dependence and paternalistic authoritarian leadership are required in these unbalanced relationships. This project aims at exploring from a new perspective when and why constant Internet connectivity reduces autonomy and what the corresponding consequences are. The theoretical model challenges the prevailing notion that Internet connectivity increases autonomy, and it constructs a new theoretical basis for understanding employees’ autonomy in the context of Internet connectivity.

Key words: power-dependency theory, autonomy, constant Internet connectivity, paternalistic authoritarian leadership, emotional exhaustion

中图分类号:

B849:C91

王海侠, 贾汇源, 孙海龙, 李爱梅. (2019). 互联网连接性降低自主性的机制与后效. 心理科学进展 , 27(11), 1802-1811.

WANG Haixia, JIA Huiyuan, SUN Hailong, LI Aimei. (2019). Constant connectivity attenuates autonomy: Mechanism and consequences. Advances in Psychological Science, 27(11), 1802-1811.

图/表 2

参考文献 48

1	樊景立, 鄭伯壎 . ( 2000). 華人組織的家長式領導: 一項文化觀點的分析. 本土心理學研究, ( 13), 126-180.
2	范皑皑, 丁小浩 . ( 2007). 教育, 工作自主性与工作满意度. 清华大学教育研究, 28( 6), 40-47.
3	哈佛商业评论. ( 2018). 工作时间越来越长, 咋就停不下来?. 2019-03-21 取自
4	胡进梅, 沈勇 . ( 2014). 工作自主性和研发人员的创新绩效: 基于任务互依性的调节效应模型. 中国人力资源开发, ( 17), 30-35.
5	刘燕, 范巍 . ( 2005). 知识员工团队工作自主性与效能的关系研究. 应用心理学, 11( 4), 313-317.
6	潘陆山, 符健春, 黄逸群, 李远 . ( 2010). 工作自主性对前瞻性人格-工作绩效的缓冲作用研究. 人类工效学, 16( 4), 36-39.
7	王益富, 秦启文, 张建人 . ( 2012). 生产型企业的工作自主性: 概念, 测量与相关研究. 心理科学进展, 20( 7), 1062-1067.
8	徐世勇, 朱金强 . ( 2017). 道德领导与亲社会违规行为: 双中介模型. 心理学报, 49( 1), 106-115.
9	周浩, 龙立荣 . ( 2005). 恩威并施, 以德服人——家长式领导研究述评. 心理科学进展, 13( 2), 227-238.
10	Abramson L. Y., Seligman M. E., & Teasdale J. D . ( 1978). Learned helplessness in humans: Critique and reformulation. Journal of Abnormal Psychology, 87( 1), 49-74.
11	Attewell, P. . ( 1987). The deskilling controversy. Work and Occupations, 14( 3), 323-346.
12	Bakker,A. B . ( 2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20( 4), 265-269. doi: 10.1177/0963721411414534
13	Bakker A. B., Albrecht S. L., & Leiter M. P . ( 2011). Key questions regarding work engagement. European Journal of Work and Organizational Psychology, 20( 1), 4-28. doi: 10.1080/1359432X.2010.485352
14	Boekhorst J. A., Singh P., & Burke R . ( 2017). Work intensity, emotional exhaustion and life satisfaction: The moderating role of psychological detachment. Personnel Review, 46( 5), 891-907.
15	Burawoy, M. . ( 1979). The anthropology of industrial work. Annual Review of Anthropology, 8( 1), 231-266.
16	Deci E. L., Olafsen A. H., & Ryan R. M . ( 2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4( 1), 19-43.
17	Demerouti E., Bakker A. B., Nachreiner F., & Schaufeli W. B . ( 2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86( 3), 499-512.
18	Emerson,R. M . ( 1962). Power-dependence relations. American Sociological Review, 27( 1), 31-41.
19	Gaines, J., &Jermier,J. M . ( 1983). Emotional exhaustion in a high stress organization. Academy of Management Journal, 26( 4), 567-586.
20	Galinsky A. D., Rucker D. D., & Magee J. C . ( 2016). Power and perspective-taking: A critical examination. Journal of Experimental Social Psychology, 67, 91-92.
21	Guinote, A. . ( 2007). Power and goal pursuit. Personality and Social Psychology Bulletin, 33( 8), 1076-1087.
22	Hackman,J. R., &Oldham,G. R . ( 1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16( 2), 250-279.
23	Haushofer, J., &Fehr E. 2014). On the psychology of poverty. Science, 344( 6186), 862-867.
24	Hinkin,T. R . ( 1998). A brief tutorial on the development of measures for use in survey questionnaires. Organizational Research Methods, 1( 1), 104-121.
25	Karasek,R. A .,Jr. . ( 1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24( 2), 285-308.
26	Kubicek B., Paškvan M., & Bunner J . ( 2017). The bright and dark sides of job autonomy. In Job demands in a changing world of work(pp. 45-63). Cham: Springer.
27	Levine,L. J., &Edelstein,R. S . ( 2009). Emotion and memory narrowing: A review and goal-relevance approach. Cognition & Emotion, 23( 5), 833-875.
28	Malhotra, D., &Gino F. 2011). The pursuit of power corrupts: How investing in outside options motivates opportunism in relationships. Administrative Science Quarterly, 56( 4), 559-592. doi: 10.1177/0001839212441350
29	Mani A., Mullainathan S., Shafir E., & Zhao J . ( 2013). Poverty impedes cognitive function. Science, 341( 6149), 976-980. doi: 10.1126/science.1238041
30	Mathieu J. E., Wolfson M. A., & Park S . ( 2018). The evolution of work team research since Hawthorne. American Psychologist, 73( 4), 308-321.
31	Mazmanian, M. . ( 2013). Avoiding the trap of constant connectivity: When congruent frames allow for heterogeneous practices. Academy of Management Journal, 56( 5), 1225-1250.
32	Mazmanian M., Orlikowski W. J., & Yates J . ( 2013). The autonomy paradox: The implications of mobile email devices for knowledge professionals. Organization Science, 24( 5), 1337-1357.
33	Molm,L. D . ( 1991). Affect and social exchange: Satisfaction in power-dependence relations. American Sociological Review, 56( 4), 475-493.
34	Morgeson,F. P., &Humphrey,S. E . ( 2006). The work design questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91( 6), 1321-1339.
35	Mullainathan, S., &Shafir E. 2013). Scarcity: Why having too little means so much (1st ed.). New York: Times Books, Henry Holt and Company.
36	Nijp H. H., Beckers D. G., Geurts S. A., Tucker P., & Kompier M. A . ( 2012). Systematic review on the association between employee worktime control and work- non-work balance, health and well-being, and job-related outcomes. Scandinavian Journal of Work Environment & Health, 38( 4), 298-313.
37	Pellegrini,E. K., &Scandura,T. A . ( 2008). Paternalistic leadership: A review and agenda for future research. Journal of Management, 34( 3), 566-593.
38	Podsakoff P. M., MacKenzie S. B., & Podsakoff N. P . ( 2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63( 1), 539-569.
39	Putnam L. L., Myers K. K., & Gailliard B. M . ( 2014). Examining the tensions in workplace flexibility and exploring options for new directions. Human Relations, 67( 4), 413-440. doi: 10.1177/0018726713495704
40	Rucker,D. D., &Galinsky,A. D . ( 2017). Social power and social class: Conceptualization, consequences, and current challenges. Current Opinion in Psychology, 18 26-30.
41	Seligman,M. E . ( 1972). Learned helplessness. Annual Review of Medicine, 23( 1), 407-412.
42	Sturm,R. E., &Antonakis J. 2014). Interpersonal power: A review, critique, and research agenda. Journal of Management, 41( 1), 136-163.
43	Tepper B. J., Carr J. C., Breaux D. M., Geider S., Hu C., & Hua W . ( 2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational Behavior and Human Decision Processes, 109( 2), 156-167.
44	von Nordenflycht A. 2010). What is a professional service firm? Toward a theory and taxonomy of knowledge- intensive firms. Academy of Management Review, 35( 1), 155-174.
45	Warr, P. . ( 1990). The measurement of well-being and other aspects of mental health. Journal of Occupational and Organizational Psychology, 63( 3), 193-210.
46	Warr, P. . ( 1994). A conceptual framework for the study of work and mental health. Work & Stress, 8( 2), 84-97.
47	Wee E. X. M., Liao H., Liu D., & Liu J . ( 2017). Moving from abuse to reconciliation: A power-dependence perspective on when and how a follower can break the spiral of abuse. Academy of Management Journal, 60( 6), 2352-2380.
48	Wilson K. S., Sin H-P., & Conlon D. E . ( 2010). What about the leader in leader-member exchange? The impact of resource exchanges and substitutability on the leader. Academy of Management Review, 35( 3), 358-372.

[1]	栾墨, 吴霜. 消费决策过程如何彰显社会地位?基于最优化决策策略的视角[J]. 心理科学进展, 2022, 30(10): 2194-2205.
[2]	刘小浪, 刘善仕, 赵瑜, 秦传燕, 陆文珠. 临时知识型员工自主性动机激发：关系导向人力资源管理建构及其作用机理[J]. 心理科学进展, 2021, 29(9): 1534-1550.
[3]	尹奎, 赵景, 李璨, 王宏蕾, 王崇锋. 领导授权行为的形成机制[J]. 心理科学进展, 2021, 29(6): 1097-1110.
[4]	杨莹;寇彧. 亲社会互动中的幸福感：自主性的作用[J]. 心理科学进展, 2015, 23(7): 1226-1235.
[5]	李琬予;寇彧. 孝道信念的形成与发展：不同文化下亲子互动的视角[J]. 心理科学进展, 2011, 19(7): 1069-1075.
[6]	李锋;王二平. 团队作业特征研究现状与展望[J]. 心理科学进展, 2008, 16(5): 753-759.
[7]	张秀春,邹晓燕. 青少年的个人事务自主观念研究述评[J]. 心理科学进展, 2004, 12(6): 883-883~890.