隐性加班：网络使用对员工工作满意度的影响——工作时间弹性的中介作用

Implicit Overtime: The Impact of Internet Use on Employee Job Satisfaction—The Mediating Role of Flexible Working Hours

摘要: 随着信息技术在工作中应用的不断深入，其对员工和组织的积极与消极影响得到学界关注。对工作中网络使用与员工工作时间弹性和工作满意度的关系进行探讨，有利于丰富人力资源管理领域的相关实证研究，对于提升员工组织归属感、提高组织绩效和保障劳动者合法权益也有着重要意义。在文献分析的基础上，基于中国家庭追踪调查(CFPS) 2020年的数据，对4953个样本进行中介效应分析，检验了网络使用对工作满意度的影响。主要结论如下：1) 网络使用与工作满意度的正相关是由福利保障、收入满意度、晋升满意度等其他相关变量引起的，网络使用本身并没有正向预测员工的工作满意度；2) 网络使用实际上降低了员工的工作时间弹性；3) 网络使用通过负向影响工作时间弹性降低了员工的工作时间满意度，最终导致了工作满意度的降低。针对研究结论，政府应当通过出台政策法规规范劳动者隐性加班问题、保护其合法权益，各类组织应在信息时代背景下优化组织结构和管理方式、减少网络使用对员工的负面影响，劳动者应正确应对信息技术的冲击、做好心理调适、必要时运用法律武器维护自身利益。

Abstract: With the continuous deepening of the application of information technology in work, its positive and negative impacts on employees and organizations have received academic attention. Exploring the relationship between internet usage in the workplace and employees’ work time flexibility and job satisfaction is beneficial for enriching empirical research in the field of human resource management. It is also of great significance for enhancing employees’ sense of organizational belonging, improving organizational performance, and protecting the legitimate rights and interests of workers. Based on literature analysis and data from the China Family Panel Studies (CFPS) in 2020, a mediation effect analysis was conducted on 4953 samples to examine the impact of internet use on job satisfaction. The main conclusions are as follows: 1) The positive correlation between internet use and job satisfaction is caused by other related variables such as welfare security, income satisfaction, and promotion satisfaction, and internet use itself does not positively predict employee job satisfaction; 2) The use of the internet actually reduces the flexibility of employees’ working hours; 3) The use of the internet has a negative impact on the flexibility of working hours, reducing employees’ job satisfaction and ultimately leading to a decrease in job satisfaction. In response to the research findings, the government should enact policies and regulations to regulate the issue of hidden overtime among workers and protect their legitimate rights and interests. Various organizations should optimize their organizational structure and management methods in the context of the information age, reduce the negative impact of network use on employees, and workers should correctly respond to the impact of information technology, make psychological adjustments, and use legal weapons to safeguard their own interests when necessary.