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

作　　者：赵浩伟 鲁虹[1] Haowei Zhao;Hong Lu(Business School,University of Shanghai for Science and Technology,Shanghai)

机构地区：[1]上海理工大学管理学院,上海

出　　处：《运筹与模糊学》2024年第3期1245-1256,共12页Operations Research and Fuzziology

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。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.

关 键 词：绩效压力 员工创新行为 工作活力 工作重塑 服务型领导 

分 类 号：F27[经济管理—企业管理]