工作压力影响员工绩效的双重机制研究：基于压力分类的视角

Does Job stress lower or promote employees' job performance or both? Until now, research regarding the job stressors - job performance relationship has reported contradictory results, with empirical studies finding positive, or negative, or curvilinear relationships, or non-relationship. Recently, Cavanaugh and his colleagues (2000) proposed that job stressors could be differentiated into two types: challenge stressors and hindrance stressors. The empirical evidence has consistently showed that challenge stressors are positively associated with desirable outcomes, such as work engagement and job performance, while hindrance stressors are negatively associated with these same outcomes. From the new perspective of two-dimensional model of job stressors, we mainly aim to investigate the complex relationships between job stressors and employees’ job performance by using a longitudinal research design, focusing on the positive effects of challenge job stressors and the negative effects of hindrance job stressors on employees’ job performance and their underlying mechanisms, respectively. Furthermore, we are also to explore the effects of profiles of challenge - hindrance stressors on employees’ job performance, and the boundary conditions..Thus, on the one hand, we are to investigate work engagement as an important mediator through the motivation path. On the other hand, we are to investigate physical and psychological strains as another mediator through the energies or resource consumption path, in order to explain why challenge job stressors promote employees’ job performance while hindrance job stressors lower job performance. Meanwhile, we are to explore the differentiated effects of the profiles of challenge - hindrance stressors on job performance and the underlying mechanisms. Finally, we are to examine the moderation effects of organizational support for development climate (OSDC) on the relationships between challenge-hindrance stressor and job performance, and test the whole moderated mediation model. Specifically, based on Job demands-resources model, we posit that OSDC strengthens the positive relationship between challenge stressors and job performance, and buffers the negative relationship between hindrance stressors and job performance; that work engagement and strains mediate the moderating effects of OSDC, respectively..In doing so, we would take a big step toward explaining why and how job stressors impact employees’ job performance, from the classification of two-dimensional stressors, dual mediating mechanisms, effects of profiles of challenge - hindrance stressors and boundary conditions. Our findings could cast the light on the contradictory results of the previous job stress research, which has significant theoretical contributions. Moreover, our findings have also practical implications for both individuals and organization on how to conduct effective stress management practices, and promote positive effects job stress while lowering the negative effects of job stress. That would help to maintain the balance of employee’s well-being and job performance.

工作压力是降低绩效还是提升绩效？抑或兼而有之？一直存有争议。本研究将基于挑战性-阻断性压力分类的新视角，采用纵向追踪研究设计来探讨工作压力与绩效之间的复杂关系，重点研究挑战性压力的积极作用和阻断性压力的消极作用及其作用机制，以及两类压力的组合效应和边界条件。一方面，从动机激发机制来探讨工作投入在工作压力与绩效关系中的促进作用，另一方面，从能量消耗机制来探讨身心紧张在工作压力与绩效关系中的抑制作用，同时考虑两类压力组合效应及其差异，并探讨支持发展氛围对上述机制的调节效应。这样，本研究就从工作压力分类、双重作用机制、组合效应和边界条件来深入、系统地探讨工作压力是如何影响员工绩效的，为解释以往研究分歧与争论提供科学的证据，并建立工作压力与绩效之间复杂关系的理论模型，因而具有理论上的价值。同时，为个体、组织进行压力的差异化管理提供科学的实践指导，以发挥压力的积极作用，维护员工健康与绩效的平衡。

工作压力与绩效之间的关系一直存有争议，工作压力是降低了绩效还是提升了绩效？抑或兼而有之？基于挑战性压力与阻断性压力分类的新视角，本项目组采用纵向追踪法、日记法等研究方法探讨了工作压力与工作绩效之间的复杂关系，重点探讨挑战性压力和阻断性压力两类压力对员工绩效的差异性作用及其双中介作用机制，以及两类压力不同组合型态的作用效果差异性等内容，获得的重要研究结果包括：(1)修订并完善了挑战性-阻断性压力源的中文版测量工具，使得该测量工具有更广泛的使用价值；(2)采用交叉滞后分析法验证了挑战性压力对员工绩效的积极作用及阻断性压力对员工绩效的消极作用，从而支持了挑战性-阻断性压力分类的合理性；(3)发现了挑战性-阻断性压力是通过动机和能量（或健康）的双中介机制对员工绩效产生差异化的影响,并发现了职业发展机会的调节作用；(4)发现了挑战性-阻断性压力不同组合型态的作用效果差异性，即高挑战性-低阻断性压力或低挑战性-低阻断性压力的组合类型能够提升员工绩效，而低挑战性-高阻断性压力或高挑战性-高阻断性压力的组合类型则会降低员工绩效。上述研究结果为解释以往有关工作压力与绩效关系的研究结果分歧提供了新视角，弥补了以往研究的不足，推进了挑战性-阻断性压力领域的研究，尤其是发现了挑战性-阻断性压力组合型态作用效果的差异性，具有理论方面的创新性。同时，本项目研究结论也为员工个人和组织进行压力的差异化管理提供科学的实践指导，以发挥挑战性压力的积极作用，降低阻断性压力的消极作用，进而促进员工健康与绩效之间的平衡发展。此外，研究结果也运用到了抗击新冠肺炎疫情的一线医护人员的压力调适和心理复原项目中，为一线医护人员提供了有益的帮助。到目前为止，项目组已发表了6篇SSCI收录期刊论文和10篇会议论文，其中１篇发表在Journal of Applied Psychology，1篇发表在Journal of Organizational Behavior；培养了8名硕士和博士研究生。

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