过犹不及：绩效压力对员工创新行为的影响研究
Too Far Is as Bad as Not Enough: A Study on the Effect of Performance Pressure on Employees’ Innovative Behavior
摘要: 基于激活理论，构建双重路径模型，探讨绩效压力对员工创新行为的非线性影响机制和边界条件。通过对获得的450份调查数据进行分析，结果表明：绩效压力和员工创新行为之间存在“过犹不及”的倒U形关系；工作活力和工作重塑在绩效压力和员工创新行为之间的倒U形关系起中介作用；服务型领导能够调节绩效压力和员工创新行为之间的倒U形关系。本文的研究结论提示企业，把握绩效目标设置的“度”，激发员工工作活力，鼓励员工进行工作重塑，确保绩效压力发挥最佳效用。
Abstract: Based on the activation theory, a dual-path model is constructed to explore the nonlinear influence mechanism and boundary conditions of performance pressure on employees’ innovative behavior. By analyzing the 450 survey data, the results show that: there is an inverted U-shaped relationship between performance pressure and employee innovative behavior; work vitality and job remodeling play a mediating role in the inverted U-shaped relationship between performance pressure and employee innovative behavior; servant leadership can regulate the inverted U-shaped relationship between performance pressure and employee innovative behavior. The findings of this paper suggest that enterprises should grasp the “degree” of performance goal setting, stimulate employees’ work vitality, and encourage employees to reshape their work to ensure that performance pressure is optimally effective.
文章引用：赵浩伟, 鲁虹. 过犹不及：绩效压力对员工创新行为的影响研究[J]. 运筹与模糊学, 2024, 14(3): 1245-1256. https://doi.org/10.12677/orf.2024.143354

参考文献

[1] 王圣慧, 易明. 复杂的人性: 大五人格对员工创新行为影响的定性比较分析[J]. 研究与发展管理, 2022, 34(3): 134-146.
[2] Giebels, E., de Reuver, R.S.M., Rispens, S. and Ufkes, E.G. (2016) The Critical Roles of Task Conflict and Job Autonomy in the Relationship between Proactive Personalities and Innovative Employee Behavior. The Journal of Applied Behavioral Science, 52, 320-341. [Google Scholar] [CrossRef] [PubMed]
[3] 王智宁, 张姝, 叶新凤. 服务型领导对员工创新行为的跨层影响: 组织内自我导航和团队反思的作用[J]. 中国人力资源开发, 2020, 37(5): 20-32.
[4] Strickland, S. and Towler, A. (2011) Correlates of Creative Behaviour: The Role of Leadership and Personal Factors. Canadian Journal of Administrative Sciences, 28, 41-51. [Google Scholar] [CrossRef] 
[5] 贾冀南, 孔祥学, 王申玥. 差错管理氛围对新生代员工创新行为影响研究[J]. 科研管理, 2020, 41(9): 238-246.
[6] Liu, F., Chow, I.H.-S., Zhang, J.-C. and Huang, M. (2017) Organizational Innovation Climate and Individual Innovative Behavior: Exploring the Moderating Effects of Psychological Ownership and Psychological Empowerment. Review of Managerial Science, 13, 771-789. [Google Scholar] [CrossRef] 
[7] 宋锟泰, 张正堂, 赵李晶. 时间压力促进还是抑制员工创新行为?——一个被调节的双重路径模型[J]. 科学学与科学技术管理, 2020, 41(1): 114-133.
[8] Mitchell, M.S., Baer, M.D., Ambrose, M.L., Folger, R. and Palmer, N.F. (2018) Cheating under Pressure: A Self-Protection Model of Workplace Cheating Behavior. Journal of Applied Psychology, 103, 54-73. [Google Scholar] [CrossRef] [PubMed]
[9] 宋萌, 胡鹤颜, 王震. 绩效压力对员工幸福感的“双刃剑”效应[J]. 管理工程学报, 2022, 36(6): 68-79.
[10] 范晓倩, 于斌. 绩效压力如何促进员工创造力——领导-成员交换的调节作用[J]. 上海财经大学学报, 2021, 23(2): 108-120.
[11] Kundi, Y.M., Sardar, S. and Badar, K. (2021) Linking Performance Pressure to Employee Work Engagement: The Moderating Role of Emotional Stability. Personnel Review, 51, 841-860. [Google Scholar] [CrossRef] 
[12] 加锁锁, 郭理, 蔡子君, 等. 组织中绩效压力的双刃剑效应[J]. 心理科学进展, 2022, 30(12): 2846-2856.
[13] Anderson, N., De Dreu, C.K.W. and Nijstad, B.A. (2004) The Routinization of Innovation Research: A Constructively Critical Review of the State-of-the-Science. Journal of Organizational Behavior, 25, 147-173. [Google Scholar] [CrossRef] 
[14] 曲如杰, 朱博琪, 刘晔. 职场八卦能带来员工创新吗? 工作繁荣与感知上级信任的作用[J]. 管理评论, 2022, 34(10): 180-190.
[15] Weiss, H.M. and Cropanzano, R. (1996) Affective Events Theory: A Theoretical Discussion of the Structure, Causes, and Consequences of Affective Experiences at Work. In: Staw, B.M. and Cummings, L.L., Eds., Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews, JAI Press, 1-74.
[16] 郭靖, 周晓华, 林国雯, 方杰, 张金桥, 顾文静, 刘楼. 工作要求——控制模型在中国产业工人的应用: 响应面分析与曲线关系[J]. 管理世界, 2014(11): 80-94+187-188.
[17] Wrzesniewski, A. and Dutton, J.E. (2001) Crafting a Job: Revisioning Employees as Active Crafters of Their Work. The Academy of Management Review, 26, 179-201. [Google Scholar] [CrossRef] 
[18] 覃大嘉, 曹乐乐, 施怡, 等. 职业能力、工作重塑与创新行为——基于阴阳和谐认知框架[J]. 外国经济与管理, 2020, 42(11): 48-63.
[19] 汪佳, 孙健敏. 悖论领导如何促进员工创新? 认知灵活性与工作重塑的中介作用[J]. 现代管理科学, 2019(8): 87-89.
[20] 史燕伟, 佘壮, 李丹. 工作重塑对员工内部恢复的影响——一项日志研究[J]. 软科学, 2023, 37(1): 96-101.
[21] 宋一晓, 曹洲涛, 陈春花, 等. 动态工作环境如何影响员工绩效? 任务重塑与调节焦点的作用分析[J]. 科学学与科学技术管理, 2021, 42(2): 112-128.
[22] 叶蒲, 胥彦, 李超平. 服务型领导如何跨层次影响工作繁荣?——关系型能量和学习目标取向的作用[J]. 管理评论, 2022, 34(7): 224-235.
[23] Scott, S.G. and Bruce, R.A. (1994) Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy of Management Journal, 37, 580-607. [Google Scholar] [CrossRef] 
[24] 徐虹, 杨红艳, 张妍. 挑战性-阻断性工作压力对员工创新行为的影响——有调节的中介效应[J]. 当代经济管理, 2021, 43(12): 58-65.
[25] 王甜, 陈春花, 宋一晓. 挑战性压力源对员工创新行为的“双刃”效应研究[J]. 南开管理评论, 2019, 22(5): 90-100+141.
[26] 叶晓倩, 张依, 杨琳. 跨层模型检验下的团队绩效压力对员工退缩行为的影响研究[J]. 管理学报, 2021, 18(3): 371-380.
[27] Shirom, A. (2011) Vigor as a Positive Affect at Work: Conceptualizing Vigor, Its Relations with Related Constructs, and Its Antecedents and Consequences. Review of General Psychology, 15, 50-64. [Google Scholar] [CrossRef] 
[28] Porath, C., Spreitzer, G., Gibson, C. and Garnett, F.G. (2011) Thriving at Work: Toward Its Measurement, Construct Validation, and Theoretical Refinement. Journal of Organizational Behavior, 33, 250-275. [Google Scholar] [CrossRef] 
[29] 赵富强, 陈耘, 向蝴蝶. 多元包容性人力资源实践对员工创新行为的影响研究——工作繁荣和共享型领导的作用[J]. 科研管理, 2022, 43(8): 192-200.
[30] Wallace, J.C., Butts, M.M., Johnson, P.D., Stevens, F.G. and Smith, M.B. (2013) A Multilevel Model of Employee Innovation: Understanding the Effects of Regulatory Focus, Thriving, and Employee Involvement Climate. Journal of Management, 42, 982-1004. [Google Scholar] [CrossRef] 
[31] Baer, M. and Oldham, G.R. (2006) The Curvilinear Relation between Experienced Creative Time Pressure and Creativity: Moderating Effects of Openness to Experience and Support for Creativity. Journal of Applied Psychology, 91, 963-970. [Google Scholar] [CrossRef] [PubMed]
[32] Binnewies, C. and Wörnlein, S.C. (2010) What Makes a Creative Day? A Diary Study on the Interplay between Affect, Job Stressors, and Job Control. Journal of Organizational Behavior, 32, 589-607. [Google Scholar] [CrossRef] 
[33] 韩翼, 宗树伟, 刘庚. 组态视角下工作繁荣的形成机制研究[J]. 管理学报, 2022, 19(3): 351-361.
[34] 刘淑桢, 叶龙, 郭名. 工作不安全感如何成为创新行为的助推力——基于压力认知评价理论的研究[J]. 经济管理, 2019, 41(11): 126-140.
[35] 刘云, 杨东涛, 安彦蓉. 挑战性-阻碍性压力与工作幸福感关系研究: 基于工作重塑的中介作用[J]. 当代经济管理, 2019, 41(8): 77-84.
[36] 刘博, 赵金金. 挑战性压力与工作重塑的曲线关系——促进聚焦和人-工作匹配的作用[J]. 软科学, 2019, 33(6): 121-125.
[37] Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D. and Liden, R.C. (2019) Servant Leadership: A Systematic Review and Call for Future Research. The Leadership Quarterly, 30, 111-132. [Google Scholar] [CrossRef] 
[38] 李红玉, 刘云硕. 服务型领导对员工创新行为的影响研究——基于个体内在视角[J]. 技术经济, 2020, 39(11): 147-153.
[39] 程春. 服务型领导对员工创新行为的影响[J/OL]. 重庆工商大学学报(社会科学版): 1-11.
http://kns.cnki.net/kcms/detail/50.1154.c.20230307.0914.004.html, 2024-06-28.
[40] 熊会兵, 陶玉静. 高绩效工作系统如何影响员工创新行为——组织认同与服务型领导的作用[J]. 科技进步与对策, 2024, 41(2): 130-140.
[41] 黄昱方, 陈欣. 个性化协议如何激活研发人员创新绩效?——被调节的中介效应[J]. 软科学, 2021, 35(11): 79-85.
[42] Carmeli, A., Ben-Hador, B., Waldman, D.A. and Rupp, D.E. (2009) How Leaders Cultivate Social Capital and Nurture Employee Vigor: Implications for Job Performance. Journal of Applied Psychology, 94, 1553-1561. [Google Scholar] [CrossRef] [PubMed]
[43] Slemp, G.R. and Vella-Brodrick, D.A. (2013) The Job Crafting Questionnaire: A New Scale to Measure the Extent to Which Employees Engage in Job Crafting. International Journal of Wellbeing, 3.
[44] Dennis, R. and Winston, B.E. (2003) A Factor Analysis of Page and Wong’s Servant Leadership Instrument. Leadership & Organization Development Journal, 25, 600-617.

为你推荐