每日绩效压力影响员工创新行为的内在机制与边界条件研究

doi:10.16381/j.cnki.issn1003-207x.2023.0847

摘要/Abstract

摘要：

基于压力认知评价理论，本研究采用经验取样法开展两项问卷调研，探讨员工每日绩效压力对创新行为的影响机制与边界条件。多层次路径分析结果表明：员工对绩效压力的一般挑战性评估越高，每日绩效压力越有可能通过当晚问题解决反思促进第二天创新行为；员工对绩效压力的一般阻碍性评估越高，每日绩效压力越有可能通过当晚情感反刍抑制第二天创新行为。以上发现揭示了每日绩效压力影响不同员工创新行为的过程机制和边界条件，为组织创新管理提供了有益启发。

关键词: 绩效压力, 压力认知评价理论, 问题解决反思, 情感反刍, 创新行为

Abstract:

Previous studies have failed to reach a consensus regarding the impact of performance pressure on employee innovative behavior. While some argue that performance pressure can facilitate employee innovative behavior， others contend that it may decrease such behaviors. The current study employed experience sampling methodology to investigate the impact of daily performance pressure on innovative behavior. Drawing on the cognitive appraisal theory of stress， we proposed that for employees with high levels of general challenge appraisal of performance pressure， daily performance pressure might facilitate next-day innovative behavior through problem-solving pondering at night. However， for employees with high levels of general hindrance appraisal of performance pressure， daily performance pressure might decrease next-day innovative behavior via affective rumination at night.To test our hypotheses， we conducted two experience sampling studies. In Study 1， participants were asked to report their general challenge and hindrance appraisal of performance pressure and demographic information in the baseline survey. One week later， participants were invited to complete two daily surveys every workday over a two-week period. In the afternoon survey， they assessed daily performance pressure and daily innovative behavior. In the evening survey， they reported problem-solving pondering and affective rumination at night. We obtained 834 day-level observations from 133 participants. In Study 2， data collection also occurred in two phases： a baseline survey and daily surveys over a three-week period. We obtained 802 day-level observations from 71 supervisor-subordinate dyads in this study.The results of two-level pathanalyses and Monte Carlo simulation showed that： general challenge appraisal of performance pressure moderated the indirect effect of daily performance pressure on next-day innovative behavior through problem-solving pondering at night. Additionally， general hindrance appraisal of performance pressure moderated the indirect effect of daily performance pressure on next-day innovative behavior via affective rumination at night. The present study reconciled the discrepant findings in previous research by demonstrating both positive and negative mediating mechanisms in the relationship between daily performance pressure and innovative behavior， offering valuable implications for innovation management.

Key words: performance pressure, cognitive appraisal theory of stress, problem-solving pondering, affective rumination, innovative behavior

中图分类号:

C936

董念念,尹奎,谷炜. 每日绩效压力影响员工创新行为的内在机制与边界条件研究[J]. 中国管理科学, 2024, 32(3): 278-286.

Niannian Dong,Kui Yin,Wei Gu. The Underlying Mechanisms and Boundary Conditions of the Relationship between Daily Performance Pressure and Innovative Behavior[J]. Chinese Journal of Management Science, 2024, 32(3): 278-286.

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变量	M	SD	1	2	3	4	5	6
个体内变量
1.每日绩效压力	3.08	0.91
2.每天创新行为	3.37	0.80	0.12^**
3.每晚问题解决反思	3.21	0.90	0.03	0.31^**
4.每晚情感反刍	2.65	0.99	0.08^*	-0.01	0.13^**
5.第二天创新行为	3.40	0.80	-0.01	0.30^**	0.31^**	-0.08^*
个体间变量
6.一般挑战性评估	3.90	0.71	0.11	0.31^**	0.30^**	0.03	0.31^**
7.一般阻碍性评估	2.19	0.87	0.05	-0.17	-0.10	0.16	-0.16	-0.49^**

变量	每晚问题解决反思	每晚情感反刍	第二天创新行为
个体内变量
每日绩效压力	0.05(0.07)	0.12(0.10)	-0.03(0.03)
每晚问题解决反思			0.20^***(0.04)
每晚情感反刍			-0.09^*(0.04)
每天创新行为			0.17^**(0.06)
个体间变量
性别	0.29^*(0.12)	0.14(0.14)	0.15(0.12)
年龄	0.01(0.01)	-0.01(0.01)	0.001(0.01)
技术岗	-0.06(0.25)	0.05(0.19)	0.24(0.24)
设计岗	-0.30(0.25)	0.54^**(0.21)	-0.06(0.24)
运营岗	-0.08(0.25)	0.13(0.23)	0.09(0.25)
一般挑战性评估	0.36^**(0.12)	0.19(0.11)	0.31^**(0.11)
一般阻碍性评估	0.06(0.08)	0.21^*(0.09)	0.01(0.08)
跨层次交互项
每日绩效压力×一般挑战性评估	0.21^*(0.09)	0.05(0.10)
每日绩效压力×一般阻碍性评估	0.10(0.09)	0.19^*(0.09)

变量	M	SD	1	2	3	4	5	6
个体内变量
1.每日绩效压力	3.00	0.98
2.每天创新行为	3.55	0.97	-0.06
3.每晚问题解决反思	3.98	0.70	0.03	0.09^*
4.每晚情感反刍	2.15	0.88	0.10^**	-0.04	0.01
5.第二天创新行为	3.55	0.98	-0.05	0.35^**	0.09^*	-0.08^*
个体间变量
6.一般挑战性评估	3.92	0.75	0.08	0.15	0.05	-0.11	0.14
7.一般阻碍性评估	2.24	0.92	0.21	-0.26^*	-0.08	0.55^**	-0.28^*	-0.24^*

变量	每晚问题解决反思	每晚情感反刍	第二天创新行为
个体内变量
每日绩效压力	0.05(0.04)	0.10^*(0.04)	-0.03(0.03)
每晚问题解决反思			0.08^*(0.04)
每晚情感反刍			-0.07^*(0.04)
每天创新行为			0.29^***(0.04)
个体间变量
性别	-0.17(0.12)	-0.15(0.16)	0.13(0.29)
年龄	0.13(0.07)	-0.16(0.09)	0.33^*(0.13)
运营岗	-0.26^*(0.12)	-0.12(0.23)	0.01(0.32)
技术岗	-0.13(0.09)	-0.07(0.11)	-0.06(0.19)
一般挑战性评估	-0.01(0.09)	0.01(0.09)	0.10(0.12)
一般阻碍性评估	-0.03(0.09)	0.45^***(0.12)	-0.22(0.12)
跨层次交互项
每日绩效压力×一般挑战性评估	0.07^*(0.03)	0.04(0.08)
每日绩效压力×一般阻碍性评估	-0.02(0.03)	0.09^**(0.03)

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[2]	邓玉林, 吴洁, 达庆利. 基于制度逻辑的不同上下级关系对员工创新行为的差异化影响机制研究[J]. 中国管理科学, 2021, 29(9): 236-248.
[3]	杨皖苏, 杨善林, 杨希. 主动性-被动性员工创新行为:基于分布式领导的作用机制研究[J]. 中国管理科学, 2020, 28(6): 182-192.
[4]	刘丽丽, 杜荣, 艾时钟. IT服务企业中文化对知识共享与创新行为关系的影响[J]. 中国管理科学, 2016, 24(4): 159-166.