) 1 中央财经大学商学院, 北京 100081
2 广州大学管理学院, 广州 510006
收稿日期:2019-09-10出版日期:2020-08-15发布日期:2020-06-28通讯作者:彭坚E-mail:pengjiannut@163.com基金资助:* 国家自然科学基金项目(71772193);国家自然科学基金项目(71902048);中央财经大学研究生科研创新基金资助项目(20191Y002)This is not my job! Illegitimate tasks and their influences on employees
WANG Zhen1, QIAN Penghui1, PENG Jian2() 1 Business School, Central University of Finance and Economics, Beijing 100081, China
2 School of Management, Guangzhou University, Guangzhou 510006, China
Received:2019-09-10Online:2020-08-15Published:2020-06-28Contact:PENG Jian E-mail:pengjiannut@163.com摘要/Abstract
摘要： 不合规任务, 作为一种新型职场压力源, 近几年逐渐成为组织管理研究领域的一个前沿话题。不合规任务是指不符合人们预期工作范围、不应由自己完成或不必要执行的任务, 包括不合理任务和不必要任务。不合规任务对员工情绪、认知、动机、工作态度、工作行为、身心健康, 以及工作-家庭关系均有一定的负面影响, 影响性质和强度取决于员工的个体特征和所处的情境特征。压力-自我冒犯理论、公平理论、工作要求-资源模型、工作特征模型、情感事件理论和自我决定理论是解释不合规任务影响的主要理论。未来研究可拓展不合规任务的概念和层次、探索和整合作用机制、探讨不合规任务的权变效应、考察不合规任务的影响因素以及开展文化情境和文化导向的研究。
图/表 2
图1不合规任务的影响效果图
图1不合规任务的影响效果图表1不合规任务的理论解释视角
| 理论机制 | 核心观点 | 主要解释范围 | 代表性研究 |
|---|---|---|---|
| 压力-自我冒犯理论 | 个体需要维持和保护自己的积极形象, 会对自尊的威胁视为压力体验的核心。 | 自身被冒犯(自尊、不被欣赏、工作认同)及其后续反应 | |
| 公平理论 | 某一事件不应发生或是可以对这一事件采取不同的行动以获得更好的结果, 那么该事件就会被认为是不公平的。 | 工作满意度、消极情绪、工作倦怠 | |
| 工作要求-资源模型 | 高工作要求和低资源会导致倦怠、压力和健康损害。 | 身心健康、消极工作行为、工作家庭关系 | |
| 工作特征模型 | 工作任务的特征会影响个体对工作意义的感知, 进而产生影响。 | 工作满意度、工作动机 | |
| 情感事件理论 | 工作事件引发个体情感, 进而影响态度和行为。 | 消极情绪、工作满意度、越轨行为 | |
| 自我决定理论 | 个体倾向于在充分认识个人需要和环境信息的基础上, 对自己的行动做出自由的选择。 | 动机、工作投入、留/离职意愿 | Van |
表1不合规任务的理论解释视角
| 理论机制 | 核心观点 | 主要解释范围 | 代表性研究 |
|---|---|---|---|
| 压力-自我冒犯理论 | 个体需要维持和保护自己的积极形象, 会对自尊的威胁视为压力体验的核心。 | 自身被冒犯(自尊、不被欣赏、工作认同)及其后续反应 | |
| 公平理论 | 某一事件不应发生或是可以对这一事件采取不同的行动以获得更好的结果, 那么该事件就会被认为是不公平的。 | 工作满意度、消极情绪、工作倦怠 | |
| 工作要求-资源模型 | 高工作要求和低资源会导致倦怠、压力和健康损害。 | 身心健康、消极工作行为、工作家庭关系 | |
| 工作特征模型 | 工作任务的特征会影响个体对工作意义的感知, 进而产生影响。 | 工作满意度、工作动机 | |
| 情感事件理论 | 工作事件引发个体情感, 进而影响态度和行为。 | 消极情绪、工作满意度、越轨行为 | |
| 自我决定理论 | 个体倾向于在充分认识个人需要和环境信息的基础上, 对自己的行动做出自由的选择。 | 动机、工作投入、留/离职意愿 | Van |
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