岗位数字化会加剧过度劳动吗？

——来自中国劳动力动态调查的证据

陈思 吕康银 梁孝成

（东北师范大学）

内容提要：岗位数字化是当前中国劳动力市场转型的重要特征，同时也引发了社会对相关从业者劳动过程和劳动权益的广泛关注。本文选取2016—2018年中国劳动力动态调查（CLDS）与职业信息网络（O＊NET）数据，构建涵盖工作时间长度和强度的过度劳动指标，实证检验岗位数字化对雇员过度劳动的影响及劳动控制的作用机制。研究结果表明，岗位数字化使雇员面临着高时长、高强度的过度劳动困境。机制分析发现，岗位数字化通过在劳动过程中强化对雇员的劳动控制导致过度劳动，而以绩效为导向的计酬机制是最重要的传导渠道。异质性分析结果表明，青年和高技能群体普遍存在数字化过度劳动现象，而大型企业和高内卷行业却呈现出低强度过度劳动的趋势。进一步研究发现，岗位数字化提升了雇员的加班概率，甚至形成了过度劳动的准制度化模式。本文的研究为构建和谐劳动关系、平衡数字技术进步与劳动权益保障提供了政策启示。

关键词：岗位数字化；过度劳动；劳动控制；劳动过程；工作时间；计酬机制

作者简介：陈思，东北师范大学经济与管理学院博士研究生，长春，130117；吕康银，东北师范大学经济与管理学院教授、博士生导师；梁孝成，东北师范大学经济与管理学院博士研究生。

基金项目：教育部人文社会科学研究规划基金项目“数据要素促进共同富裕的理论机制与实践路径”（24YJAZH103）；吉林省社会科学基金重大项目“‘一主六双’高质量发展战略的产业支持与协同路径研究”（2023ZD3）

引用格式：陈思,吕康银,梁孝成.岗位数字化会加剧过度劳动吗?——来自中国劳动力动态调查的证据[J].经济与管理研究,2025,46(2):76-95.

Does Job Digitization Exacerbate Overwork?

—Evidence from the China Labor-force Dynamics Survey

CHEN Si, LYU Kangyin, LIANG Xiaocheng

(Northeast Normal University, Changchun 130117)

Abstract: Digital applications represented by the Internet, big data, and artificial intelligence（AI） are profoundly changing the working environment and styles. Using data from the 2016－2018 China Labor-force Dynamics Survey (CLDS) and the Occupational Information Network (O＊NET) database, this paper constructs indicators of overwork covering the length and intensity of working time, and empirically analyzes the impact of job digitization on employees' overwork by using a two-way fixed-effects model. Then, based on the labor process theory, it identifies four managerial control strategies for the labor process in the digital era and explores how job digitization can influence employees' overwork by strengthening labor control over employees.

The findings reveal that job digitization results in overwork among employees. After correcting for endogeneity bias, this conclusion consistently indicates that employees in digitized jobs face the dual dilemma of overwork characterized by long hours and high intensity. Mechanism analysis reveals that job digitization reinforces labor control over employees through strategies such as direct control, deskilling, work-from-anywhere and pay-for-performance compensation model, which in turn lead to overwork. Heterogeneity results indicate that the overwork effect triggered by job digitization is mainly concentrated among youth and highly skilled groups. Although firm size and industry involution reinforce this effect, employees' overwork behavior manifests itself in the form of high hourly and low-intensity grunt work. Further analysis reveals that the probability of paid and objective overtime for employees in digitized jobs has increased, and even led to the habitual and invisible overwork, reflecting the dilemma of employees' regular overtime work in the digital workplace.

The potential contributions of this paper are as follows. First, it focuses on the causal relationship between job digitization and working time and constructs a two-dimensional indicator of overwork to evaluate the impact of job digitization on employees' overwork. It emphasizes the necessity of regulating the healthy development of digitization, and highlights that the focus of labor rights and interests protection in the new era lies in the identification of overwork. Second, based on the labor process theory, it presents the labor control strategy from the four dimensions of direct control, responsible autonomy, deskilling, as well as manufacturing consent, and elucidates the mechanisms through which job digitization impacts employees' overwork, providing evidence for a comprehensive understanding of whether labor emancipation or labor control is achieved under the conditions of new technology. Third, it explores the differential impact of job digitization on employees' overwork, which helps relevant departments to identify groups with an excessive labor burden in the digital era and to clarify the targets and the types of enterprises that need to be better regulated for the protection of labor rights and interests. Fourth, it further corroborates the hypothesis that job digitization leads to regular overtime work, thereby providing valuable insights into the quasi-institutionalized dilemma of overwork in the digital era.

Keywords: job digitization; overwork; labor control; labor process; working time; wage payment mechanism

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