摘要
相较于工业时代,互联网时代的劳动组织模式已经发生了变化。通过对某互联网公司的田野调查和员工访谈,本文发现企业由于流量经济的影响,陷入了劳动力频繁流动与劳动力培养成本之间的两难。为解决该问题,使劳动力的使用效率达到最大化,企业首先会严格地筛选符合其需求的劳动者,并在生产领域和再生产领域满足劳动者的自主性,笔者将其概括为雇员投资型体制。在这一体制下,劳动力不再被视为企业应控制的成本,而转变为可供企业投资的对象。这种肯定性的劳动组织模式对传统否定性的劳动组织模式的取代,解决了互联网产业中的劳动力使用问题。然而,这也将企业面临的挑战转嫁于劳动者,增加了劳动者面临的工作压力,使他们陷入自主性越强、工作强度越大的悖论之中。
Compared to the industrial era,the labor organization model in the Internet era has undergone changes.Through field research and employee interviews with a certain internet company,this article found that due to the impact of traffic economy,the company is caught in a dilemma between frequent labor mobility and labor training costs.To solve this problem and maximize the efficiency of labor utilization,enterprises will first strictly screen workers who meet their needs,and meet the autonomy of workers in the production and reproduction fields.The author summarizes it as an employee investment system.Under this system,labor is no longer seen as a cost that enterprises should control,but rather as an object of investment for enterprises.This affirmative labor organization model replaces the traditional negative labor organization model and solves the problem of labor usage in the internet industry.However,this also shifts the challenges faced by enterprises onto workers,increasing their work pressure and plunging them into a paradox of greater autonomy and work intensity.
作者
丁志文
DING Zhiwen(School of Sociology and Political Science,Shanghai University,Shanghai 200444)
出处
《工会理论研究》
2024年第1期42-57,共16页
Labour Union Studies
