Research On The Structure,Measurement And Influencing Factors Of Organizational Socialization Involution

In recent years,the term "involution" has become familiar to the general public and is rapidly spreading to college students,office workers,and other people.The term "involution" is an academic term that is often used as "involutionalization" in academic circles.It is seen as an academic concept that is closely related to some specific social characteristics of China,and is used frequently and with wide influence.It is now used to describe the current phenomenon of competitors competing for limited resources,resulting in a decline in individual "benefit effort ratios".Based on realistic discussions of the phenomenon of involution and combined with established theoretical studies of the concept of involution in other fields,this study introduces involution to organizations,which are viewed as a system.Individuals,as members of the organization,are constantly entangled,self-sustaining and self-copying at the same level,but cannot improve.The theory of involution is explored at the theoretical level,and the concept of organizational social involution is proposed.There is a lack of mature research on organizational social involution in the theoretical community,so this study uses qualitative research methods based on rooted theory to explore the structure of organizational socialization involution and construct a driving model of organizational socialization involution influencing factors.A preliminary research questionnaire on the structure and influencing factors of organizational socialization involution was developed.The scale was revised several times to determine its final framework based on experts’ suggestions.Then,a formal questionnaire study was conducted nationwide,and a total of 1038 valid questionnaires were returned.A statistical analysis of the organizational socialization involution structure is conducted,and the relationship between each influencing factor and organizational socialization involution is further verified.Further,the evolutionary game analysis of the involution strategy under the perspective of multiple subjects is carried out with the example of overtime work,and it is explained through simulation experiments and other methods.On this basis,based on the empirical as well as simulation results,this study proposes an intervention strategy for organizational socialization involution from a multiple-subjects perspective.The specific research contents and findings are as follows.(1)The structural dimensions of organizational socialization involution are divided into two sub-dimensions: involutional struggle,which includes self-doubt,selfmaintenance,self-entanglement,self-consumption,and self-replication;and involutional dilemma,which includes emotional exhaustion,performance dilemma,and developmental stagnation.The factors affecting organizational socialization involution are involution involvement perception,individual factors,and situational factors.Involution involvement perceptions are divided into survival need perceptions,self-improvement perceptions,motivation promotion perceptions,and group comparison perceptions.Individual factors are divided into professionalism(work ability,work attitude,responsibility),psychological characteristics(work values,aggressive personality),and interpersonal relationships(superior preference,peer pressure).Contextual factors are divided into social environment(public opinion media,limited resources),cultural environment(convergent thought,cultural atmosphere,labor concept,moral ethics)and normative environment(regulations,evaluation system,policy guidance).(2)Conduct a status analysis of the organization’s socialization in-volume.The mean value of organizational socialization in-volume was 3.05,and the scores of the two categories of organizational socialization in-volume were ranked as follows: involume struggle score > in-volume dilemma;in the category of in-volume struggle,the mean score order of each dimension was: self-consumption > self-involvement > selfreplication > self-maintenance > self-doubt;in the category of in-volume dilemma,the mean score order of each dimension was: performance dilemma > emotional depletion >developmental stagnation;organizational The order of the scores of the sub-dimensions of the socialization involution structure was,Self-depletion > Self-entanglement >Performance dilemma > Self-replication > Self-sustainability > Emotional depletion >Self-doubt > Developmental stagnation.And some dimensions of organizational socialization involution had significant variability in individual statistical variables such as age,marital status,whether one child,education,position level,nature of unit,political affiliation,monthly income,family home size,and years of work.(3)Among the individual factors,psychological characteristics and interpersonal relationships had significant roles in predicting organizational socialization involution,with interpersonal relationships as a positive predictor and psychological characteristics as a negative predictor,and among the dimensions,work ability,work values,aggressive personality,superior preference,and peer pressure had significant predictive effects on organizational socialization involution.Among contextual factors,social environment,cultural environment,and normative environment were significant predictors of organizational socialization involution,and among the dimensions,opinion media,limited resources,convergent thinking,cultural climate,labor perceptions,and evaluation system were significant predictors of organizational socialization involution.Among the perceptions of involvement,survival needs,selfimprovement and group comparison have significant predictive effects on organizational socialization involution.(4)Involvement perceptions were fully mediated between individual factor dimensions and organizational socialization involution.Among the specific dimensions,survival needs perception and group comparison perception mediated between individual factor dimensions and organizational socialization involution;while selfimprovement perception masked between individual factor dimensions and organizational socialization involution;motivation facilitation perception was not significant in all dimensions except for the mediating effect between superior preference and organizational socialization involution.(5)Social environment and dimensions have a positive moderating effect on the perception of survival needs acting on the organizational socialization involution path,and the limited resources dimension in social environment has a significant moderating effect on the perception of group comparison acting on the organizational socialization involution path.The cultural environment and each dimension had a positive moderating effect on the perception of survival needs/group comparison perception on the organizational socialization involution path.The cultural environment and the moral and ethical dimensions had positive moderating effects on the perception of selfimprovement on the organizational socialization involution path.The normative environment and each dimension has a positive moderating effect on the perception of survival needs on the organizational socialization involution path,and the normative environment and the dimensions of regulations and evaluation system have a positive moderating effect on the perception of group comparison on the organizational socialization involution path.(6)This study analyzes the evolutionary stabilization strategies of three game subjects,government,enterprises and individuals,on the overtime overtime involution,and conducts numerical simulations of behavioral strategies.The government and enterprises occupy the dominant position in the game of individual overtime involution,and individuals are in a weak position among the game subjects.The three parties of the game are more likely to tend to evolve stable strategies under strict government policy regulation.(7)Finally,this study combines model construction,empirical research and evolutionary game results to propose intervention strategies in terms of individual,contextual and multi-subject interactions.Individuals should establish correct work-life balance values,break through traditional ways of thinking,and shape environmental adaptability;society should encourage a harmonious and positive innovation atmosphere,optimize the efficiency of resource allocation,and build a diversified assessment index system;the government should introduce a third-party monitoring mechanism,and enterprises should implement humanistic management,and at the same time,promote the construction and maintenance of labor unions.There are 38 figures,153 tables and 185 references in this thesis.