Author: Lareina Wang

• Journalist (who continue to pay attention to workers’ rights and interests)

• Government officer（who is responsible for handling labor disputes and labor arbitration in the local Labor Bureau）

• Employee

• The Emergence and Significance of the 996 Work System

The ‘996’ work culture, characterized by the expectation that employees work from 9 a.m. to 9 p.m., 6 days a week, has become a defining feature of China’s rapid economic development, particularly within its booming tech industry. This work regime has its origins in companies like Huawei, which initially promoted such demanding schedules as a strategy to enhance productivity, drive innovation, and maintain a competitive edge in the global market. Over time, what started as an exceptional practice within specific high-demand industries gradually permeated various sectors of the Chinese economy, becoming a widespread cultural norm.

The significance of the 996-work system lies not only in its economic impact but also in its profound implications for workers’ mental and physical well-being. The adoption of this extreme work culture has been linked to significant psychological stress, burnout, and a range of mental health issues, particularly among young professionals who are often at the forefront of these demanding work schedules. For instance, studies report that employees in China’s tech industry work an average of over 55 hours per week, significantly higher than the national average of 46.3 hours, according to the National Bureau of Statistics of China. Studies like Wang’s “How managers use culture and controls to impose a ‘996’ work regime in China that constitutes modern slavery” emphasize the severe consequences of the 996-work culture, highlighting how it often leads to violations of labor laws and contributes to widespread anxiety and depression among employees. These findings underscore the urgent need to understand and address the mental health challenges posed by such work practices, which have far-reaching consequences for individual well-being and broader societal health.

Further research by Bao in “The Striving Trap: Chinese 996 Work Culture, Online and Offline Perspectives” builds on these concerns, exploring how the 996 culture exacerbates issues such as work-life imbalance, gender inequality, and age discrimination. The study highlights the detrimental effects of the 996-work system on various aspects of life, including family relationships, personal time, and overall life satisfaction. As these negative consequences become more apparent, the need for a critical reassessment of the 996-work culture and its sustainability has become increasingly clear.

• Perspectives on the 996 Work System

The perception of the 996-work culture is deeply divided across different groups within Chinese society. On one hand, some individuals, particularly senior managers and older generations, pragmatically accept the trade-offs associated with the 996 regime, viewing it as a necessary sacrifice for economic advancement, career progression, and maintaining China’s competitive edge in the global marketplace. For these groups, the 996-work ethic is seen as a reflection of China’s industrious spirit, rooted in cultural values of hard work, perseverance, and collective responsibility.

However, this acceptance of the 996 culture is not universal. Among younger and middle-aged employees, particularly those working in the tech industry, the 996-work system is increasingly viewed as an exploitative practice that undermines workers’ rights and well-being. This demographic experiences significant stress, with studies by the Chinese Psychological Society indicating that about 67% of workers engaged in 996 schedules exhibit moderate to severe psychological distress. This demographic often bears the brunt of the 996-work culture, experiencing significant stress, disruption to family life, and growing concerns about the long-term sustainability of such demanding work schedules. The divide in opinions is influenced by various factors, including age, industry, socio-economic background, and individual experiences with the 996-work system.

The growing discontent with the 996 culture is particularly evident in the rise of online movements such as “996. ICU,” where young professionals express their frustration and advocate for better working conditions. An online survey highlighted that more than 80% of respondents oppose the 996 regimen, citing severe impacts on health and family life. These movements have brought to light the widespread dissatisfaction with the 996 culture, revealing a deep-seated tension between the demands of work and the need for personal well-being. As these online protests gain momentum, they highlight the increasing awareness among younger workers of the negative impacts of the 996-work culture on their mental and physical health, as well as the broader implications for their quality of life.

The testimonials from individuals navigating the 996-work system further illustrate the complex and multifaceted nature of this work culture. While some, like senior project managers, may pragmatically accept the trade-off between higher wages and personal sacrifices, others, particularly younger and middle-aged employees, report significant stress, disruption to family life, and concerns over long-term sustainability. This acceptance and resistance to the 996 culture illustrate a critical tension within the work culture, suggesting that while the model may promote rapid professional growth, it does so at the expense of personal health and life satisfaction. A survey of 500 Chinese technology companies found that the turnover rate of employees in companies with 996 schedules was as high as 40%, far higher than the domestic average of 20%, while their labor costs increased by about 15% to 20% due to increased healthcare spending and staff turnover.

The pervasive impact of the 996 culture across different age groups highlights a common theme of mental and physical strain. Employees express feelings of being overwhelmed and report significant adverse effects on their family relationships and personal time. This indicates a deep-seated need for systemic changes within companies to address work-life balance more effectively. Overall, the testimonials suggest that while the 996 culture may provide short-term business gains and personal financial benefits, it raises serious concerns about long-term employee health, retention, and morale.

• The Evolution of the 996 Culture

The development of the 996-work culture reflects broader shifts in China’s economic and social landscape. Initially, the 996-work system was promoted as a temporary measure to meet the demands of rapidly growing tech companies that needed to innovate and maintain their competitiveness in the global market. However, over time, this work culture became institutionalized within many Chinese firms, particularly in the tech and finance sectors, as a standard practice rather than an exception.

The institutionalization of the 996-work culture was driven by a combination of factors, including the pressure to innovate, the desire to achieve rapid economic growth, and the influence of successful companies that championed this work regime. As the 996 culture became more entrenched, it began to shape the broader corporate culture in China, with many companies adopting similar work schedules to stay competitive. This shift was also influenced by the broader societal acceptance of the 996-work ethic, which was often portrayed as a necessary sacrifice for the greater good of the country.

However, as the 996 culture became more widespread, its negative repercussions also became more apparent. The relentless work schedule has been linked to a range of mental health issues, including anxiety, depression, and burnout, as detailed in studies on Chinese work culture. The normalization of extreme work hours has also led to broader societal concerns, such as declining birth rates and weakening family structures, as individuals struggle to balance work with personal life.

The growing resistance to the 996-work culture, as evidenced by the rise of movements like “moyu” (loafing) and “tangping” (lying flat), reflects a broader societal shift. These movements represent a rejection of the high-pressure work environment and a call for a more balanced approach to life. They signal a changing attitude among younger generations, who are increasingly questioning the sustainability of the 996-work culture and advocating for greater emphasis on well-being and work-life balance. The rise of these movements indicates a growing recognition of the need for systemic changes within companies to address the negative impacts of the 996 culture on employees’ mental and physical health.

As companies continue to navigate the tension between productivity and employee well-being, there is a growing call for more flexible and humane work policies that ensure long-term sustainability for both businesses and their employees. The ongoing challenge for companies will be to find sustainable work practices that foster both productivity and employee well-being, suggesting a move towards more flexible and humane work policies. 

• Conclusion

The 996-work culture’s emergence, its varying perceptions among different groups, and its evolution over time are critical areas of study for understanding the impact of extreme work practices on mental health and societal well-being. While the 996 system may contribute to economic success and rapid professional growth, it does so at a significant cost to individual and collective health. The literature suggests an urgent need for further research and policy interventions that address the mental health challenges associated with the 996-work culture and promote more sustainable work practices. As companies and society at large grapple with the long-term consequences of the 996 culture, there is an increasing recognition of the need for more balanced and humane work environments that prioritize the well-being of employees while maintaining productivity and competitiveness in the global market.

References

Bao, X. (2022). The Striving Trap: Chinese 996 Work Culture, Online and Offline Perspectives (Master’s thesis, Duke University).

Wang, J. J. (2020). How managers use culture and controls to impose a ‘996’work regime in China that constitutes modern slavery. Accounting & Finance, 60(4), 4331-4359.

Resources

1. “Cost Of Employee Benefits 2024 And How To Increase ROI.” People Managing People, 15 August 2024. 

2. “China’s ‘996’ Work Culture: Impacts and Implications.” China Underground, 29 April 2011. 

3. “National Bureau of Statistics of China.” Accessed 3 September 2014. 

4. “Mental health.” American Psychological Association, 23 September 2022. 

5. “The 996 Work Culture That’s Causing a Burnout in China’s Tech World.” China Briefing, 19 April 2019. 

6. “National Data.” Accessed 21 August 2024. 

7. “What does China’s ban on the ‘996’ work culture mean for companies?” CBBC, n.d. 

8. “Modeling the significance of work culture on burnout, satisfaction, and psychological distress among the Gen-Z workforce in an emerging country.” Nature, 17 November 2023. 

The paper titled “Depression and Anxiety among Asian Americans: The Effects of Social Support and Strain,” authored by Cindy C. Sangalang and Gilbert C. Gee, published in the *Social Work* journal in 2012, explores the relationship between social support, social strain, and the prevalence of depression and anxiety among Asian Americans. This study utilizes data from the 2002-2003 National Latino and Asian American Study, which is the first nationally representative study focused on the mental health outcomes of Asian Americans, with a sample size of 2,066 individuals.

The research findings highlight the significant role of family support in reducing the risk of major depressive disorder (MDD) and generalized anxiety disorder (GAD) among both male and female participants. Specifically, family support was found to be a protective factor, associated with a lower incidence of both MDD and GAD. Conversely, family strain was associated with an increased risk of GAD in both genders, indicating that negative interactions within the family can exacerbate anxiety symptoms.

Interestingly, the study found that while family strain increased the risk of GAD for both men and women, it was only significantly associated with an increased risk of MDD in women. This suggests that women may be more sensitive to the negative effects of family strain on depressive symptoms. Additionally, strain in relationships with friends was linked to a higher risk of GAD in women but showed no significant correlation with anxiety disorders in men.

These findings underscore the complex interplay between social support and social strain, emphasizing that while positive social interactions can serve as a buffer against mental health issues, negative interactions, particularly within the family, can contribute to the development of anxiety and depression. The study also suggests that women may be more vulnerable to the detrimental effects of social strain, particularly in familial and friendship contexts.

The paper discusses the implications of these findings for social work practice, highlighting the need for interventions that not only bolster social support networks but also address sources of social strain. This dual focus is crucial for effectively reducing the risk of depression and anxiety among Asian Americans, particularly in the context of familial relationships where cultural expectations and obligations may contribute to both support and strain.

In conjunction with this study, another related research titled *”Depression, Anxiety, and Suicidal Ideation Among Chinese Americans: A Study of Immigration-Related Factors”* points to the significant role that immigration-related stressors play in the mental health outcomes of Chinese Americans. The study suggests that higher rates of depression, anxiety, and suicidal ideation among Chinese Americans may be linked to the psychological stress experienced by individuals who face cultural conflicts and difficulties adapting to new cultural environments.

These studies emphasize the importance of considering both social support and social strain in understanding the mental health of Asian Americans. They highlight the need for culturally sensitive approaches in mental health care that address the unique challenges faced by this population, particularly the stresses associated with family dynamics and the immigrant experience. For practitioners in social work and mental health fields, these findings suggest that interventions should focus on enhancing positive social supports while also identifying and mitigating sources of social strain that may disproportionately affect Asian American women and those experiencing immigration-related stress.

References

Sangalang, C.C. and Gee, G.C. (2012) ‘Depression and Anxiety among Asian Americans: The Effects of Social Support and Strain’, Social work (New York), 57(1), pp. 49–60. Available at: https://doi.org/10.1093/sw/swr005.

The paper titled “Associations between insecurity and stress among Chinese university students: The mediating effects of hope and self-efficacy,” authored by Wen, Zhu, J., Ye, H., Li, L., Ma, Z., Wen, X., and Zuo, B. (2021), published in the Journal of Affective Disorders, investigates the relationship between insecurity and stress among Chinese university students during the COVID-19 pandemic. The study further explores how hope and self-efficacy mediate this relationship, highlighting the importance of positive self-beliefs in mitigating the effects of insecurity on stress.

The research was conducted using a cross-sectional design, with 5,286 participants recruited from a university via an online survey. The participants had an average age of 19.65 years. To measure the variables of interest, the study utilized several standardized scales: the Security Questionnaire to assess insecurity, the Depression Anxiety Stress Scales-21 (DASS-21) for stress, and the Psychological Capital Questionnaire (PPQ) to measure hope and self-efficacy. The data were analyzed using parallel mediation analysis with the PROCESS macro in SPSS, allowing the researchers to examine the indirect effects of hope and self-efficacy on the relationship between insecurity and stress.

The study’s findings indicate a positive correlation between insecurity and stress, suggesting that students who perceive higher levels of insecurity are more likely to experience stress. More importantly, the results demonstrate that hope and self-efficacy serve as mediators in this relationship. This means that these positive self-beliefs can help buffer the negative impact of insecurity on stress, potentially reducing the overall stress levels experienced by students. The presence of hope and self-efficacy appears to offer psychological resilience, enabling students to better cope with the uncertainties and challenges brought about by the pandemic.

However, the study acknowledges certain limitations. The generalizability of the findings may be restricted, as the model has not been tested in other regions or among different populations. Future research could explore the role of other positive self-beliefs, such as optimism and resilience, in mitigating stress and insecurity. Expanding the scope of research in this area could provide a more comprehensive understanding of the psychological mechanisms that protect against stress in times of crisis.

The study concludes by providing direct evidence of the impact of insecurity on stress among university students, contributing to the broader body of literature on stress and coping mechanisms. The findings underscore the importance of fostering positive self-beliefs, such as hope and self-efficacy, to alleviate stress during challenging periods like the COVID-19 pandemic. These insights are particularly valuable for developing interventions aimed at improving the mental health of university students, who are increasingly facing significant psychological challenges.

Moreover, the paper highlights the growing concern over mental health issues among university students. Over 20% of students reported feeling depressed, and nearly half experienced anxiety. Additionally, more than 70% of students reported varying levels of psychological stress, with academic pressure and uncertainty being the most significant contributors to their mental health struggles. The study emphasizes that university students, due to their lack of social experience and psychological maturity, often face insecurity related to their current state, life meaning, career goals, and future prospects. This insecurity frequently leads to self-doubt and self-criticism, ultimately resulting in anxiety and depression.

This research provides valuable insights into the complex dynamics between insecurity and stress among university students. It also highlights the critical role that hope, and self-efficacy can play in reducing stress, particularly in the context of the unprecedented challenges posed by the COVID-19 pandemic. The findings suggest that interventions aimed at enhancing these positive self-beliefs could be effective in supporting students’ mental health and well-being during times of crisis.

References

Wen, F. et al. (2021) ‘Associations between insecurity and stress among Chinese university students: The mediating effects of hope and self-efficacy’, Journal of affective disorders, 281, pp. 447–453. Available at: https://doi.org/10.1016/j.jad.2020.12.047.

General direction of questionnaire setting

A. Basic information

1) Age

2) Gender

3) Education level

4) Industry

5) Years of work

B. Sources of work stress

1) Working hours (Number of working hours per week)

2) Work intensity (task difficulty and complexity)

3) Working environment (teamwork, support from superiors, etc.)

4) Rest and recreation time (whether there is enough rest time)

C. Manifestations of anxiety and stress

1) Physical symptoms (such as insomnia, headache, fatigue, etc.)

2) Emotional symptoms (such as anxiety, depression, irritability, etc.)

3) Behavioral changes (such as changes in appetite, reduced social activity, etc.)

D. Coping strategies

1) Coping strategies used (such as exercise, meditation, social support, etc.)

2) Effectiveness of coping strategies (self-evaluation of the effectiveness of these strategies)

3) The need for mental health support (whether more mental health resources are needed)

E. Views on the 996 culture

1) Attitude towards 996 culture (whether it is approved or opposed)

2) Consider the impact of 996 culture on one’s life and health (positive or negative)

3) Suggestions for changing the work culture (measures to be taken by the company or the government)

F. Personal and professional goals

1) Personal career development goals (career planning for the next 3-5 years)

2) Satisfaction and sense of achievement in the current job

3) Expectations of work-life balance (ideal work and rest schedule)

Questionnaire link

https://www.wjx.cn/vm/rRESgvn.aspx#

• Journalist (who continue to pay attention to workers’ rights and interests)

996 culture related issues:

1)What responsibility do you think the news media bear in reporting social issues such as the 996-work schedule?

2)What challenges have you faced in covering the 996 news?

3)Do you think the current working environment and work pressure in the news industry also have a trend of 996?

4)How do you think journalists should balance factual statements and personal positions when reporting on 996?

5)How much impact do you think news coverage has had on the public’s understanding of 996?

6)How do you ensure the accuracy and impartiality of information when reporting on 996?

7)How do you think the news media should raise public awareness of labor rights issues?

8)How do you think journalists should deal with possible public pressure or editorial interference when reporting the 996-work schedule?

9)What do you think the news industry should do to raise awareness of the professional health and well-being of journalists?

10)How do you think governments and businesses should work with the news media to promote open discussion of social issues such as 996?

• Governments officer (who is responsible for handling labor disputes and labor arbitration in the local Labor Bureau）

996 culture related issues:

1) How do you evaluate the current labor law on working hours, and do you think it is necessary to revise it?

2) How do you view the potential impact of 996 work schedule on employees’ physical and mental health?

3) How do you think the government should balance the relationship between the operational needs of enterprises and the protection of employees’ rights and interests?

4) How do you think the government should guide enterprises to establish a more reasonable and humane work system?

5) How do you view the impact of 996 work schedule on family life and social relations?

6) How do you think the government should improve the working conditions of workers through policy measures?

7) How do you think the government should support and encourage enterprises to innovate to reduce the reliance on overtime culture?

8) How do you view the impact of 996 working schedule on the career development of female employees?

9) How do you think the government should pay more attention to and support the mental health of workers?

10) What are your views on the current social discussion about 996 and how should the government respond to these discussions?

1.Goals

1) Gain qualitative insights into personal experiences with the 996-work culture.

2) Explore employees’ views on the 996 culture, their psychological state, and their coping mechanisms.

2. Information about the interview

1) Participants: Chinese Internet practitioners who have participated in the questionnaire survey and are experiencing 996 working environments

2) Interview duration: 20-30 minutes

3) Participants request: Do not need to complete all questions, can answer briefly

4) The designer requires: recording with permission to retain relevant information

3. Interview Questions

1) Personal Experiences with 996 Culture

A) Can you describe a typical workday under the 996 schedule?

B) How has the 996-work culture affected your daily life and personal time?

C) Can you share any specific instances where the 996 culture significantly impacted your well-being?

2) Psychological State

A) How would you describe your mental and emotional state while working under the 996 culture?

B) Have you noticed any changes in your psychological health since you started working in this environment?

C) What specific psychological challenges do you face regularly?

3) Coping Mechanisms

A) What strategies do you use to cope with the stress of the 996-work schedule?

B) Have you sought professional help (e.g., therapy, counseling) to manage work-related stress? If so, how effective has it been?

C) Do you feel that your coping mechanisms are sufficient to handle the stress you experience?

4) Support Systems and Interventions

A) Does your company provide any support or resources to help you manage stress?

B) How effective are the support systems provided by your company?

C) What additional support or resources would you like to see implemented in your workplace to help manage stress?

5) Views on 996 Culture

A) What are your overall thoughts on the 996-work culture?

B) Do you believe the 996 culture is sustainable in the long term? Why or why not?

C) What changes, if any, would you recommend improving the work culture in your industry?