Research On The Monetary Sentimental Value Based On Affective Dynamic Model

The COVID-19 is sweeping the world.The Chinese people help each other and donate money and materials.The government raises the subsidy standard and cares for the frontline anti-epidemic personnel.Some employees of enterprises have voluntarily reduced their salaries,vowed to overcome the difficulties with the enterprise."Money" is all involved here,but different from money in the traditional sense,whether it is donations,subsidies or salary cuts,"money" is endowed with a special non-feature value——affect.For a long time,enterprises have been pursuing the incentive principle of "caring about employees a lot is not as good as giving them a huge sum of money".This pragmatism principle originates from the view that money and affect are opposite.It is precisely because of the wealth effect of money and improper incentives in practice that people have an irrational attachment to money,which severely erodes internal motivation and erodes the bottom line of morality,and even drives employees to encounter money like the profit-seeking insect "Fu Ban" described by Liu Zongyuan.When they encounter money,they try to increase their wealth,however they don't know that money has become their burden,and they only worry about not accumulating enough wealth,which will lead to physical overdraft,job burnout,and affective alienation.Especially in the rapid development of digital,the work behavior of employees is precisely measured,and the remuneration is strictly quantified.An invisible "digital shackles" locks them in an invisible "number cage" that intensifies their affective exhaustion and identity anxiety.Scholars attribute all this to the consequences of money intervening in social relations,so they strongly advocate that the neutrality of money culture should be maintained,the nature of market trading media should be returned,and no social affective factors should be mixed.It is worth considering whether this split view is reasonable.First of all,money is deeply embedded in the structure of family,work relations,and social interaction,and its functions and attributes cannot be completely defined in an economic context.For example,the "family payment" or family transfer services launched by enterprises all integrate money and affects.Especially when the organization is facing difficulties,research shows that the economic exchange relationship between employees and the organization will play a significantly weaker role.Employees are willing to share difficulties with the organization,mostly because of their belonging and affective commitment to the organization.Secondly,affect is an abstract concept,and affective transmission and relationship cohesion need to be expressed through concrete entities.The simple emphasis on affective incentives that are separated from money carriers such as "taking the factory as your home and keep people at work" is just an empty sentence.It's just a slogan.Thirdly,strictly opposing money and affect is tantamount to expanding the psychological hint of transaction.The experience of this kind of transaction deepens the formation of formal relationship in the workplace and leads to the decrease of affective communication,and is not conducive to win-win team cooperation.Therefore,it is of great research value and practical significance to explore whether money has sentimental value and reveal the mechanism of sentimental value.To sum up,this paper first systematically reviews the connotation of monetary reward,sentimental value,the relationship between money and affect and related research.On this basis,this paper puts forward the concept of monetary sentimental value and establishes a monetary affective dynamic model.In this process,five questions are raised around 4 W and 1 H:firstly,can money carry sentimental value(whether);Secondly,what is the monetary sentimental value(what);Thirdly,the role of monetary sentimental value-why can alleviate the adverse consequences of a single monetary reward(why);Fourthly,the transmission mechanism of monetary sentimental value-how does money transmit sentimental value(how);Fifthly,what kind of leadership is more suitable for the use of monetary sentimental value(who).According to the above five questions,this paper designs five studies to reveal the origin and connotation of monetary sentimental value,as well as the internal mechanism and boundary conditions that affect employees' affective attachment to the organization.The details are as follows:Study 1 conducted an experimental study on the relationship between money and affect,and answered the question "can money carry sentimental value?" This paper demonstrates that money can carry sentimental value by micro expression experiment and situational experiment.Study 2 designed and tested the monetary sentimental value scale and answered "what is monetary sentimental value?" According to Yang and other scholars' definition and experiment of sentimental value in classical literature,this paper designs the scale of monetary sentimental value in this paper,and tests the accuracy and applicability of the scale from the aspects of scale design principles,design steps,scale structure exploration and reliability and validity verification.Study 3 answered "the role of money's sentimental value-why can it alleviate the adverse consequences of monetary reward?" This paper selects 538 employee samples from six enterprises in Shanghai,Anhui and Wuhan for empirical analysis.The enterprises are involved in it,communication and Internet industries.This paper constructs a two-stage moderated mediation model to explore the possible disadvantages of a single monetary reward,and how to play the role of monetary sentimental value to alleviate this disadvantage,and finally strengthen the impact of monetary reward on affective organizational commitment.Study 4 answered the question "how does money transmit sentimental value?" From the perspective of process,the transmission mechanism of monetary sentimental value is established.This paper selects 325 employee samples from 7 enterprises in Shanghai,Shijiazhuang and Wuhan for empirical analysis,which are distributed in it,communication and Internet industries.This paper introduces the affective expectation theory and constructs the monetary affective dynamic model.Study 5 answered the question of "situational research on the monetary sentimental value-which type of leadership is more suitable to use the monetary sentimental value?" Considering the importance of leadership in the process of exerting the monetary sentimental value,this paper introduces two dimensions of social perception: competence and warmth to divide leadership types,and establishes a three-way interaction model to explore which type of leadership can better exert the role of monetary sentimental value and further enhance employees' affective organizational commitment.The research reveals that there is a high degree of affective connection and affective interaction with the main body behind the surface of monetary incentive,which shapes employees' insider status and enhances their affective commitment.It shows that sentimental value is the source of improving the overall perception value of monetary reward.Using affective leverage skillfully can improve the incentive effect without increasing any costs.The theoretical contributions of this paper are as follows:Firstly,put forward the concept of monetary sentimental value.Starting from the generation of association,the satisfaction of internal expectations,and the stimulation of corresponding affective reactions.This paper makes an in-depth exploration of its theoretical connotation and influence mechanism,which confirms the idea of "affect?sentimental value" put forward by Fletcher,a group of scholars,and makes it clear that sentimental value has the characteristics of persistence.Thus,it provides a new perspective to resolve the "hedonic adaption" and "hedonic treadmill effect" of money.Secondly,the affective attribute of money is put forward.Based on the former two attributes of "information" and "control",this paper puts forward and demonstrates the third attribute of money reward: affectivity,which provides rich theoretical support and practical guidance for the affective management of enterprises in the future.Thirdly,the monetary affective dynamic model is proposed.Based on the logic of "affective arousal ? affective exchange ? affective orientation",the theoretical analysis framework of the relationship between monetary sentimental value and affective organizational commitment is established,which reveals that expectation is the core power of affective generation and affective transmission.Fourthly,it clearly points out that leader characteristics play an important role in the process of monetary affective value.This paper introduces two dimensions of social perception(competence and warmth)to divide leaders into different types,reveals that monetary affective value helps to make up for the lack of warmth of "Gao Leng" leaders(high competence and low warmth),and indicates that the monetary sentimental value helps to increase the power regeneration of leaders.In a word,in the face of the increasingly fierce competition brought about by digitalization and intellectualization,in order to improve efficiency,enterprises do not hesitate to use "996" and "007" and other working methods to motivate employees through slogans and quantitative control,but this method often cures the symptoms rather than the root cause.The practical implication of this paper is that in order to create a "community of destiny",the attention to employees should be shifted from the essence of "courtesy" to the appeal of "affect".It reminds managers to pay attention to "rule outside,affect inside",to reserve space for affective motivation outside formal motivation,and to pay attention to the reasons,methods,occasions and subjects of monetary reward,In order to give special significance and value to money reward,a series of ways,such as setting up "incentive bank",setting up affective accounts,and labeling money with affective labels,are adopted to build a community of destiny between enterprises and employees.It is suggested that smart leaders should be good at controlling the art of monetary sentimental value,and combine monetary reward and affective expression,so that affect can be vivid and specific because of money,and money can be gentle and humanized because of affect,so as to stir the heartstrings of employees and produce lasting and deep affective commitment,that is,to fight in good times and to die in adversity.