组织中的角色超载

doi:10.3724/SP.J.1042.2018.02046

摘要/Abstract

摘要：

角色超载是指当个体缺乏必要的能力与技能或足够的时间而无法顺利完成各种角色需求时所体验到的一种角色压力。角色超载不仅影响员工的身心健康, 而且对组织和社会也有消极影响。本文在对角色超载的定义梳理及与相关概念比较的基础上给出了新的界定, 完善了角色超载的概念, 并对维度划分与测量, 以及影响因素与作用结果进行了分析。未来研究应致力于：清晰的界定角色超载的内涵, 合理的维度划分与量表编制, 深入研究其影响因素并关注角色超载的本土化研究。

关键词: 角色超载, 角色压力源, 组织管理

Abstract:

Role overload is one type of role stressors that is experienced by employees who lack the necessary competencies, skills or time to successfully perform a variety of role demands. High role overload has negative impact on the organizations, employees’ performance and health. Based on an extensive review of the current definitions of role overload and comparisons among the relevant concepts, we propose an integrated definition for role overload, and review studies on its structural dimension, measurements, antecedents, and consequences. Future research still needs to use more reasonable standards to explore dimension division and measurements, and look into the influencing factors and localization of role overload.

Key words: role overload, role stressor, organizational management

中图分类号:

B849:C93

李晴蕾, 王怀勇. (2018). 组织中的角色超载. 心理科学进展 , 26(11), 2046-2056.

LI Qinglei, WANG Huaiyong. (2018). Role overload in organizations. Advances in Psychological Science, 26(11), 2046-2056.

图/表 3

参考文献 85

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定义内涵	侧重点	研究
角色发送者间冲突与个人角色冲突的结合。	角色冲突的一种	Kahn et al., 1964
相对于需要满足的多种角色期待来说缺乏必要的时间。	时间维度	Barnett & Baruch,1983; Duxbury, Higgins, & Halinski, 2015; Hecht, 2001; Jones et al., 2007; Mishra, 2015; Reilly, 1982; Seashore, Lawler, Mirvis, & Cammann, 1982; Williams, 2008
相对需要满足的多种角色期待来说缺乏必要的训练与技能。	资源维度	Van der Doef & Maes, 1999; Rizwan et al., 2013; Surana & Singh, 2013
相对需要满足的多种角色期待来说缺乏必要的时间与资源。	时间维度与资源维度	Covermen, 1989; Duxbury, Lyonst, & Higgins, 2008; Mohamad, Ismail, Mohamad, Ahmad, & Yahya, 2016; Rizzo et al., 1970; ?rtqvist & Wincent, 2006; Voydanoff, 2002
个体所拥有的个人资源不足以完成定性或定量的工作要求。	时间维度与资源维度	Dubinsky, Michaels, Kotabe, Lim, & Moon, 1992; Ismail, Hasan, Chin, Ismail, & Samah, 2013; Peterson et al., 1995; Yousef, 2002

定义内涵	侧重点	研究
角色发送者间冲突与个人角色冲突的结合。	角色冲突的一种	Kahn et al., 1964
相对于需要满足的多种角色期待来说缺乏必要的时间。	时间维度	Barnett & Baruch,1983; Duxbury, Higgins, & Halinski, 2015; Hecht, 2001; Jones et al., 2007; Mishra, 2015; Reilly, 1982; Seashore, Lawler, Mirvis, & Cammann, 1982; Williams, 2008
相对需要满足的多种角色期待来说缺乏必要的训练与技能。	资源维度	Van der Doef & Maes, 1999; Rizwan et al., 2013; Surana & Singh, 2013
相对需要满足的多种角色期待来说缺乏必要的时间与资源。	时间维度与资源维度	Covermen, 1989; Duxbury, Lyonst, & Higgins, 2008; Mohamad, Ismail, Mohamad, Ahmad, & Yahya, 2016; Rizzo et al., 1970; ?rtqvist & Wincent, 2006; Voydanoff, 2002
个体所拥有的个人资源不足以完成定性或定量的工作要求。	时间维度与资源维度	Dubinsky, Michaels, Kotabe, Lim, & Moon, 1992; Ismail, Hasan, Chin, Ismail, & Samah, 2013; Peterson et al., 1995; Yousef, 2002

员工个体因素	领导者因素	情境因素
人口统计学变量(Chapela, 2015; Daskin, 2016; Thiagarajan et al., 2006; Williams, 2008; Haybatollahi & Gyekye, 2014)	领导风格(Chênevert,Vandenberghe, Doucet, & Ayed, 2013; Barling & Frone, 2016; Bowling, Alarcon, Bragg, & Hartman, 2015)	组织支持(Gurbuz, Turunc, & Celik, 2013; Grant-Vallonea & Ensher, 2001; Purohit & Vasava, 2017; Smit, de Beer, & Pienaar, 2016)
时间人格(Daskin, 2016; Thiagarajan et al., 2006)	领导成员交换(Tordera, 2008; Jian, 2012)	全面质量管理(Ebrahimi, Wei, & Rad, 2014a, 2014b)
人格特质(个人/集体主义、权力距离) (Peterson et al., 1995)		组织公民行为(Bolino & Turnley, 2005; Eatough et al., 2011; Gurbuz et al., 2013)
自我效能感(Dasgupta, 2012)		工作量/时间(Hecht, 2001)

员工个体因素	领导者因素	情境因素
人口统计学变量(Chapela, 2015; Daskin, 2016; Thiagarajan et al., 2006; Williams, 2008; Haybatollahi & Gyekye, 2014)	领导风格(Chênevert,Vandenberghe, Doucet, & Ayed, 2013; Barling & Frone, 2016; Bowling, Alarcon, Bragg, & Hartman, 2015)	组织支持(Gurbuz, Turunc, & Celik, 2013; Grant-Vallonea & Ensher, 2001; Purohit & Vasava, 2017; Smit, de Beer, & Pienaar, 2016)
时间人格(Daskin, 2016; Thiagarajan et al., 2006)	领导成员交换(Tordera, 2008; Jian, 2012)	全面质量管理(Ebrahimi, Wei, & Rad, 2014a, 2014b)
人格特质(个人/集体主义、权力距离) (Peterson et al., 1995)		组织公民行为(Bolino & Turnley, 2005; Eatough et al., 2011; Gurbuz et al., 2013)
自我效能感(Dasgupta, 2012)		工作量/时间(Hecht, 2001)

		影响效应	研究
工作态度	离职意向	正向	Hung et al., 2015; Jensen, Patel, & Messersmith, 2013; Jones et al., 2007; Kim & Han, 2013; ?rtqvist & Wincent, 2006; Kuntz, N?swall, & Bockett, 2013; Bowling et al., 2015
	工作倦怠		Andrews & Kacmar, 2014; Dasgupta, 2012; Surana & Singh, 2013; Shin, 2015; 姜兆权, 张会君, 2016; Karatepe, 2013
	组织承诺(情感承诺)	负向	Fisher, 2014; ?rtqvist & Wincent, 2006; Yousef, 2002; Jones et al., 2007; 陈笃升, 王重鸣, 2015; Bowling et al., 2015
	工作满意感		Andrews & Kacmar, 2014; Covermen, 1989; Rizwan et al., 2013; Jones et al., 2007; Yousef, 2002
	工作压力		Hung et al., 2015; Rizwan et al., 2013; Twumasi & Gyensare, 2016; Wu, Sun, & Wang, 2012; Zhou et al., 2014
	工作嵌入		Karatepe, 2013
工作行为	角色内绩效/任务绩效	负(正)向	陈笃升, 王重鸣, 2015; Adil & Rashid, 2013; Jones et al., 2007; ?rtqvist & Wincent, 2006; Akgunduz, 2015; Noblet, Maharee-Lawler, & Rodwell, 2012; Jha, Balaji, Yavas, & Babakus, 2017; Karatepe, 2013
	角色外绩效/组织公民行为	负向	陈笃升, 王重鸣, 2015; Curran & Prottas, 2017; Noblet et al., 2012
	工作重塑行为		Solberg & Wong, 2016
	旷工行为	正向	Duxbury et al., 2008; Duxbury & Higgins, 2003; Bowling et al., 2015
工作场所溢出	工作家庭冲突	正向	Gurbuz et al., 2013; Huffman, Payne, Koehly, Culbertson, & Castro, 2014; Matthews et al., 2014; Mohamad et al., 2016; Ugwu, Amazue, Onyedire, & Hackett, 2017
	工作家庭平衡	负向	Jha & Jha, 2013; Mani, Sritharan, & Gayatri, 2014; Quah, 2014; Covermen, 1989
	身心健康(紧张、焦虑、抑郁)		Macewen, Barling, & Kelloway, 1992; ?rtqvist & Wincent, 2006; Ta?tan, 2014; Hecht, 2001; Kuntz, et al., 2013; Nixon, Mazzola, Bauer, Krueger, & Spector, 2011