加班行为对任务绩效的影响:一个有调节的多重中介模型

The Effect of Overtime Work on Task Performance:A Moderated Multiple Mediation Model

近年来“,加班”逐渐演变成了一种职场“文化”。本研究针对当前企业实践和学术研究提出疑问:“加班真的能提高绩效吗?其作用机制是什么?”为回答这一问题,本研究运用压力认知评价理论探索了加班行为对任务绩效的影响及其作用机制。利用239名在职企业员工的三阶段配对数据验证假设,结果表明:加班行为与信息性压力感知和控制性压力感知正相关,信息性压力感知、控制性压力感知在加班行为和任务绩效的关系中起到中介作用;员工的核心自我评价正向调节了“加班行为-信息性压力感知-任务绩效”的前半径,负向调节了“加班行为-控制性压力感知-任务绩效”的前半径。本研究提供了中国情境下加班与绩效之间关系的实证支持,同时澄清了加班行为对任务绩效的影响机制和边界条件,对组织充分认识加班行为,妥善设计加班政策,招聘甄选和管理员工,促进员工健康发展有着重要的参考价值。

Nowadays,overtime work has evolved into a"new culture"in the workplace.Based on the current enterprise practice and academic research,we raised the questions:Can overtime work improve performance?What is the mechanism?We employed The Cognitive Appraisal Theory of Stress to answer these questions.Three-stage paired data of 239 employees helps to verify the hypotheses.The results show that overtime work is positively correlated with both informational and controlled stress perception;Informational stress perception and controlled stress perception mediate the relationship between overtime work and task performance;Employees'core selfevaluation positively moderates the first part of"overtime work-informational stress perception-task performance",and negatively moderates the first part of"overtime work-controlled stress perception-task performance".This study provides empirical support for the relationship between overtime work and task performance in China.Meanwhile,it further clarifies the impact mechanism and boundary conditions of overtime work on task performance.It provides reference for organizations to fully understand overtime work behavior,which helps to design work policies on overtime work,recruitment,selection,and management.