Recently, Ctrip, a well-known online travel platform, has come under intense public scrutiny for allegedly enforcing a ‘996’ work schedule (9 a.m. to 9 p.m., six days a week) on its employees, making it a prime target in the growing anti-‘involution’ movement. A social media influencer highlighted that Ctrip has been pushing an intense overtime culture internally—without adequate compensation—and pressuring staff to sign so-called ‘striver agreements’ that effectively normalize excessive working hours. This sparked widespread backlash, especially among younger professionals who increasingly reject unsustainable work practices. In recent years, concepts like ‘lying flat’ and resistance to workplace ‘involution’ have gained traction in China, reflecting a broader societal shift toward valuing mental health, work-life balance, and personal well-being over relentless productivity. As an industry leader, Ctrip was expected to model progressive workplace standards, yet its adherence to outdated management practices has collided head-on with evolving public sentiment. Critics argue that companies aiming to retain talent and foster innovation must respect employees’ basic rights and abandon short-sighted strategies that trade human welfare for temporary efficiency gains. This incident serves as a stark reminder: in today’s changing workplace ethos, ‘involutionary’ management is no longer sustainable.
近日，知名旅游平台携程因强制员工参与‘996’工作制（早9点至晚9点，每周工作6天）被推上舆论风口浪尖，成为反内卷浪潮中的典型靶标。有博主发文指出，携程在内部推行高强度加班文化，不仅未提供相应加班补偿，还以‘奋斗者协议’等形式变相施压员工接受超时工作。这一做法迅速引发公众强烈反感，尤其在年轻一代职场人中激起广泛共鸣。近年来，随着‘躺平’‘反内卷’等思潮兴起，越来越多的人开始反思无休止的加班文化对身心健康与生活质量的侵蚀。携程作为行业头部企业，本应引领更健康、可持续的职场环境，却因固守旧有管理模式而撞上了社会情绪的‘枪口’。舆论普遍认为，企业若想真正留住人才、激发创新，必须尊重员工的基本权益，摒弃以牺牲个体福祉换取短期效率的短视行为。此次事件也再次提醒所有企业：在新时代的职场价值观面前，‘内卷式管理’已难以为继。
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