你的压力不该我来背:领导绩效压力对员工不合规任务感知的影响  

Your Pressure Can Not Be My Responsibility: The Influence of Leadership Performance Pressure on Perceived Illegitimate Tasks

作　　者：严紫瑜 汤旭 付景涛[1] Ziyu YAN;Xu TANG;Jingtao FU(School of Management,Hainan University,Haikou 570228)

机构地区：[1]海南大学管理学院,海口570228

出　　处：《中国人力资源开发》2021年第2期71-83,共13页Human Resources Development of China

基　　金：国家自然科学基金青年项目(72002060)。

摘　　要：作为一种特殊压力源,不合规任务给员工根据职业规范或核心工作职责合理配置资源带来了威胁,不利于组织和员工的长远发展,但是很少有研究深入探讨不合规任务的诱因及其作用机制。鉴于资源可以解释压力,本研究运用资源保存理论构建了一个被调节的中介模型。基于在两个时点面向233名员工收集的问卷数据,检验了领导绩效压力影响员工不合规任务感知的作用机制及边界条件。研究结果显示:领导绩效压力对不合规任务感知有正向影响;员工组织公民压力不仅正向影响不合规任务感知,而且部分中介了领导绩效压力与不合规任务感知之间的关系;权力距离对领导绩效压力与员工组织公民压力之间的关系起负向调节作用,同时也负向调节了领导绩效压力通过员工组织公民压力对不合规任务感知产生的间接影响。本研究推动了对不合规任务作用机制的探究,为组织优化领导行为提供了依据。As a special source of pressure, illegitimate tasks pose a threat to reasonable allocation of resources for employees in accordance with professional norms and the performance of their core responsibilities, which will bring negative influence on the long-term development of organizations and employees. However, there are few indepth studies on the incentives and mechanisms of illegitimate tasks. In view of the fact that resources can explain stress, this study constructs a moderated mediation model based on the conservation of resources theory. Based on the questionnaire data collected for 233 employees at two time points, it examines the influence mechanism and boundary conditions of leadership performance pressure on perceived illegitimate tasks. The results show that leadership performance pressure has a positive effect on perceived illegitimate tasks;organizational citizenship pressure not only has a positive effect on perceived illegitimate tasks, but also partially mediates the relationship between leadership performance pressure and perceived illegitimate tasks;power distance has a negative moderating effect on the relationship between leadership performance pressure and employee’s organizational citizenship pressure, and also negatively moderates the mediating effect of employee’s organizational citizenship pressure between leadership’s performance pressure and perceived illegitimate tasks. This research promotes the exploration of the mechanism of illegitimate tasks, and also provides a basis for the organization to regulate leadership behavior.

关 键 词：绩效压力 组织公民压力 不合规任务 资源保存理论 

分 类 号：F272.92[经济管理—企业管理] F272.91[经济管理—国民经济]