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调节定向视角下职场内卷的动机分化及其理论建构

Motivational Differentiation and Theoretical Construction of Workplace Involution from the Perspective of Regulatory Focus Theory

张琼寒¹², 孟奥薇¹, 易娜婷¹

Psychology of China / 2026,8(6): 883-888 / 2026-06-10 26 17

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• Information:

  1．浙江工商大学工商管理学院（MBA 学院），杭州；
  2．浙江工商大学现代商贸研究中心，杭州

• Keywords:
  Workplace involution; Regulatory Focus Theory; Promotion focus; Prevention focus
  职场内卷; 调节定向理论; 促进定向; 预防定向
• Abstract: “Involution” has emerged as a prominent concept for describing excessive competition in contemporary workplaces. However, existing research has largely conceptualized workplace involution as a homogeneous form of excessive competition, paying insufficient attention to the motivational heterogeneity among individuals in involutionary environments. Drawing on Regulatory Focus Theory, this paper proposes that workplace involution can be differentiated into two distinct forms: promotion-oriented involution and prevention-oriented involution. Promotionoriented involution is characterized by aspirations for growth, achievement, and competitive advantage, reflecting individuals’ proactive and strategic engagement in competition for self-development. In contrast, prevention-oriented involution is characterized by concerns for security maintenance and loss avoidance, reflecting individuals’ passive adaptation to external pressures in order to avoid negative outcomes. The two forms of involution differ substantially in motivational origins, behavioral autonomy, emotional experiences, and the relationship between effort and performance outcomes, thereby exerting distinct effects on individual psychological well-being and organizational effectiveness. In particular, prevention-oriented involution is more likely to foster performative diligence, such as unnecessary overtime and superficial busyness, resulting in the hidden depletion of organizational resources. By moving beyond descriptive accounts of involutionary behaviors, this study develops a motivation-based theoretical framework for understanding the heterogeneity of workplace involution and further discusses its implications for individual self-regulation and organizational management practices. “内卷”已成为描述当代职场过度竞争的重要概念。然而，现有研究多将职场内卷视为同质化的过度竞争行为，较少关注个体在内卷环境中的动机差异。基于调节定向理论，本文提出职场内卷可区分为促进型内卷与预防型内卷两种基本类型。促进型内卷以成长、成就与优势获取为导向，体现为个体主动参与竞争以实现自我发展的策略性投入；预防型内卷则以安全维持与损失避免为导向，体现为个体在外部压力下为避免负面后果而进行的被动适应。两类内卷在动机来源、行为自主性、情绪体验以及行为产出关系等方面存在显著差异，并进一步对个体心理健康与组织绩效产生不同影响。其中，预防型内卷更容易诱发表演式勤奋现象，如假加班、假忙碌等，从而造成组织资源的隐性浪费。本文突破了既有研究对内卷行为的描述性分析，从动机层面构建了理解职场内卷异质性的理论框架，并进一步讨论了区分两类内卷对个体自我调节与组织管理实践的启示。
• DOI: 10.35534/pc.0806131 (registering DOI)
• Cite: 张琼寒, 孟奥薇, 易娜婷. (2026). 调节定向视角下职场内卷的动机分化及其理论建构. 中国心理学前沿, 8 (6), 883-888.