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论文编号：	15389
作者编号：	2120233723
上传时间：	2025/6/9 20:39:45
中文题目：	工作无意义化的成因、影响及对策
英文题目：	The Causes, Effects and Countermeasures of Meaninglessness of Work
指导老师：	杨斌教授
中文关键字：	工作无意义化；工作意义；组织分工协作体系；劳动过程理论；资源保存理论
英文关键字：	Meaninglessness of Work; Work Meaning; Organizational Division and Collaboration Systems; Labor Process Theory; Conservation of Resources Theory
中文摘要：	人类学家大卫·格雷伯在《论“毫无意义的工作”的现象》一文中尖锐指出，资本主义社会正系统性催生大量“毫无意义的工作”，这些工作不仅毫无价值且往往有害。文章一发表便引发了全球共鸣，无数劳动者在社交媒体坦言自身工作意义感缺失的体验。工作作为人类生活的重要部分，其无意义状态将对工作者的身心健康、组织的长久发展和社会的和谐稳定产生潜在威胁。在此背景下，重新审视工作的意义、剖析其无意义化成因和影响，成为理论与实践亟待回应的命题。 既有研究虽然对工作无意义现象进行了多种分析解读，却存在显著局限：一方面，对工作意义的概念界定模糊，缺乏全面整合性框架；另一方面，对工作无意义现象成因的分析松散、实证薄弱。本研究在对工作和工作意义相关文献进行研究的基础上，从经济意义、社会意义及政治意义三个维度补充对工作客观意义的定义；同时，融合客观意义与主观意义，构建客观-主观工作意义的综合模型，并据此将“无意义的工作”与“工作无意义化”加以区分定义。 在当下的组织管理实践中，工作无意义化不仅仅是工作者个体的感知，更是组织需应对的系统性危机。将视角从个体体验转向组织系统层面，可以看到在环境复杂不确定性增加的过程中，组织分工协作体系也向着分工细化、互相竞争的方向演变。因此，本研究基于组织分工协作体系的视角探究工作无意义化的成因和影响，应用扎根理论深度访谈了22位组织内工作者，通过对原始资料编码最终得到四个核心范畴，分别为纵向决策结构、横向协作结构、微观结构单元互动、员工工作行为。同时，本研究构建了组织分工协作体系下的工作无意义化的成因、影响机制模型，组织的纵向决策结构、横向协作结构和微观结构单元互动影响了工作无意义化，工作无意义化对员工的工作投入、创新行为和离职倾向产生影响。 从理论上，本研究构建客观-主观工作意义模型，重新定义无意义的工作和工作无意义化，运用扎根理论研究法探究工作无意义化的成因和影响，丰富了工作意义领域研究。从实践上，本研究为组织应对工作无意义化现状提供建议，为提升工作意义感和协作效率提供了启示，有利于维持职场生态健康和社会稳定。
英文摘要：	In On the Phenomenon of Bullshit Jobs, anthropologist David Graeber pointedly argues that capitalist societies are systematically producing large numbers of “meaningless jobs” that neither create social value nor give meaning to the work of the people who do them. “These jobs neither create social value nor give meaning to the work of their practitioners. The article resonated globally as soon as it was published, with countless workers speaking frankly on social media about their own experiences of a lack of meaning in their work. As work is an important part of human life, its meaninglessness is a potential threat to the physical and mental health of workers, the long-term development of organizations, and the harmony and stability of society. Against this background, it has become an urgent proposition for theory and practice to re-examine the meaning of work and analyze the causes of its meaninglessness. Although existing studies have analyzed and interpreted the phenomenon of work meaninglessness in various ways, there are significant limitations: on the one hand, the concept of work meaning is vaguely defined by academics, limited to subjective psychological experience, and lacks a comprehensive and integrated framework of work meaning; on the other hand, the analysis of the causes of the phenomenon of work meaninglessness is loosely organized and empirical evidence is weak. On the basis of research on work and work meaning related literature, this study supplements the definition of objective meaning of work from three dimensions: economic, social and political meaning. It further integrates objective meaning judgments with subjective meaning perceptions to construct a comprehensive model of objective-subjective work meaning, thereby distinguishing between "meaningless work" and "meaninglessness of work." In current organizational management practices, the meaninglessness of work is no longer merely an individual perception among workers but has evolved into a systemic crisis that organizations must prioritize and address. The crisis of meaninglessness of work reflects a deep-seated disconnect within the current organizational structures and work value systems. Shifting the perspective from individual experiences to the organizational system level reveals that as organizational environments become more complex and uncertain, and competition intensifies, the division and collaboration systems within organizations have evolved toward finer divisions of labor and competitive dynamics. This study explores the causes and impacts of the meaninglessness of work from the perspective of organizational division and collaboration systems. Using grounded theory, in-depth interviews were conducted with 22 workers within organizations. Through the organization and coding of the raw interview data, four core categories emerged: vertical decision-making structures, horizontal collaboration structures, interactions among microstructural units, and employee work behaviors. Furthermore, this study constructs a model of the causes and impact mechanisms of the meaninglessness of work within the framework of organizational division and collaboration systems. The vertical decision-making structures, horizontal collaboration structures, and interactions among microstructural units of an organization influence the meaninglessness of work, which in turn affects employees' work engagement, innovative behaviors, and turnover intentions. Theoretically, this study enriches the research in the field of work meaning by constructing an objective-subjective work meaning model, redefining meaningless work and work meaninglessness, and exploring the causes and effects of work meaninglessness by applying the rooted theory research method. Practically, this study provides suggestions for organizations to cope with and improve the status quo of job meaninglessness, provides insights for organizations to enhance employees' sense of job meaning and collaborative efficiency, and is conducive to maintaining workplace ecological health and social stability.
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