智慧时代的螺丝钉：机器人凸显对职场物化的影响

doi:10.3724/SP.J.1042.2022.01905

摘要/Abstract

摘要：

在“工具人” “打工人” “社畜”等流行语风靡职场的当下, 职场物化已然成为了一个亟需探讨的话题。而随着人工智能尤其是机器人在职场中的使用日益增多, 机器人产生的职场效应也值得关注。因此, 本项目旨在探讨在人工智能飞速发展的当今社会, 机器人渗入职场是否会产生或加重职场物化现象。基于群际威胁理论和补偿控制理论, 我们假设职场中的机器人员工凸显会增加职场物化。项目采用实验、大数据与问卷调查相结合的方式, 首先考察机器人员工的凸显是否会增加职场物化, 初步验证影响效应; 然后探讨机器人影响职场物化的中介机制, 试图发现感知威胁和控制补偿的链式中介效应; 最后从个人、机器人和环境三方面分别考察其对机器人影响职场物化的调节作用, 并从组织文化的角度探讨对职场物化的干预策略。对本项目的探索有助于结合人工智能尤其是机器人发展背景, 前瞻性地了解人工智能在职场中可能的负面影响, 并提出有效的解决方案。

关键词: 职场物化, 机器人, 补偿控制理论, 道德

Abstract:

With buzzwords such as “tool man”, “laborer” and “corporate slave” sweeping the workplace, workplace objectification has become an urgent topic to be discussed. With the increasing use of artificial intelligence, especially robots in the workplace, the workplace effects produced by robots are also worth paying attention to. Therefore, the present research aims to explore whether the penetration of robots into the workplace will produce or aggravate the phenomenon of workplace objectification.

Based on the intergroup threat theory and previous related studies, the present research assumes that the salience of robot workers in the workplace will pose both realistic threats and identity threats to people, and the perception of these threats will reduce people's sense of control. According to the compensatory control theory, the decrease of perceived control will cause people to have a strong motivation of restoring control. And workplace objectification, the 4th strategy proposed by compensatory control theory (i.e., affirming nonspecific structure, or seeking out and preferring simple, clear, and consistent interpretations of the social and physical environments), can be used to restore the sense of control. Therefore, this paper hypothesizes that the salience of robot workers in the workplace will increase the workplace objectification, because robot salience will increase people's perceived threats of robots, which will lead to control compensation, which will eventually lead to more severe workplace objectification. In addition, the other three strategies proposed by compensatory control theory, namely, bolstering personal agency, affiliating with external systems perceived to be acting on the self's behalf, and affirming specific structure (i.e., clear contingencies between actions and outcomes within the context of reduced control), can moderate the effect of robot salience on workplace objectification. Other ways of affirming non-specific structure than workplace objectification can also moderate the effect of robot salience on workplace objectification.

Based on theories of social psychology and combined with the realistic background of workplace objectification, this paper attempts to use diverse methods to test the above hypothesis. Specifically, experiments, big data, and questionnaire surveys will be adopted to explore the potential mechanism and boundary conditions of the impact of robot salience on workplace objectification. The present research consists of five studies. Study 1 verifies the existence of the phenomenon that robot salience has an effect on workplace objectification. Study 2 explores the chain mediating effects of perceived robot threat and control compensation. Study 3 examines the moderating effect of personal factors, including bolstering personal agency, affiliating with external systems perceived to be acting on the self's behalf, affirming specific structure, and other ways of affirming non-specific structure than workplace objectification. Study 4 examines the moderating effect of robot factors, including anthropomorphism and two dimensions of mind perception. Study 5 examines the moderating effect of environmental factors, including different organizational cultures and ethical organizational cultures, and explores the intervention strategies for workplace objectification.

The present research helps to prospectively understand the possible negative effects of artificial intelligence in the workplace and put forward effective solutions.

Key words: workplace objectification, robot, compensatory control theory, morality

中图分类号:

B849: C91

许丽颖, 喻丰, 彭凯平, 王学辉. (2022). 智慧时代的螺丝钉：机器人凸显对职场物化的影响. 心理科学进展 , 30(9), 1905-1921.

XU Liying, YU Feng, PENG Kaiping, WANG Xuehui. (2022). The influence of robot salience on workplace objectification. Advances in Psychological Science, 30(9), 1905-1921.

图/表 3

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问题	现有结论	详细解释
什么会导致职场物化?	(1)人的因素	如权力(Gruenfeld et al., 2008; Gwinn et al., 2013; Inesi et al., 2014)、对金钱的热爱(Wang & Krumhuber, 2017)、希望与他人成功互动, 但对自身掌控他人的能力感到不确定(Landau et al., 2012)等。
什么会导致职场物化?	(2)工作因素	工作具体特征如重复性、对机器的依赖性和任务的零散性、碎片化等(Andrighetto et al., 2017; Andrighetto et al., 2018; Baldissarri et al., 2017)、工作环境如办公室的匿名性(Taskin et al., 2019)、环境肮脏(Valtorta et al., 2019)、甚至仅仅是身处工作场景(Belmi & Schroeder, 2021)等。
职场物化会导致什么?	(1)自我物化	当员工感觉到他们的领导将他们仅仅视为工具时(Auzoult & Personnaz, 2016; Baldissarri et al., 2014)、甚至仅仅是回忆自己在工作中被物化的经历(Loughnan et al., 2017), 都会导致自我物化。
	(2)负面心理工作后果	职场物化与抑郁以及工作满意度(Szymanski & Feltman, 2015)、幸福感和工作表现(Caesens et al., 2017)、对薪酬的估计(Rollero & Tartaglia, 2013)等显著相关。
	(3)特定行为	如从众(Andrighetto et al., 2018; Baldissarri et al., 2020)和更高的攻击性(Poon et al., 2020)等。

问题	现有结论	详细解释
什么会导致职场物化?	(1)人的因素	如权力(Gruenfeld et al., 2008; Gwinn et al., 2013; Inesi et al., 2014)、对金钱的热爱(Wang & Krumhuber, 2017)、希望与他人成功互动, 但对自身掌控他人的能力感到不确定(Landau et al., 2012)等。
什么会导致职场物化?	(2)工作因素	工作具体特征如重复性、对机器的依赖性和任务的零散性、碎片化等(Andrighetto et al., 2017; Andrighetto et al., 2018; Baldissarri et al., 2017)、工作环境如办公室的匿名性(Taskin et al., 2019)、环境肮脏(Valtorta et al., 2019)、甚至仅仅是身处工作场景(Belmi & Schroeder, 2021)等。
职场物化会导致什么?	(1)自我物化	当员工感觉到他们的领导将他们仅仅视为工具时(Auzoult & Personnaz, 2016; Baldissarri et al., 2014)、甚至仅仅是回忆自己在工作中被物化的经历(Loughnan et al., 2017), 都会导致自我物化。
	(2)负面心理工作后果	职场物化与抑郁以及工作满意度(Szymanski & Feltman, 2015)、幸福感和工作表现(Caesens et al., 2017)、对薪酬的估计(Rollero & Tartaglia, 2013)等显著相关。
	(3)特定行为	如从众(Andrighetto et al., 2018; Baldissarri et al., 2020)和更高的攻击性(Poon et al., 2020)等。