ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2022, Vol. 30 ›› Issue (5): 1005-1017.doi: 10.3724/SP.J.1042.2022.01005

• 研究构想 • 上一篇    下一篇


方慧1, 付辉建2, 张慧君2()   

  1. 1广东金融学院工商管理学院, 广州 510521
    2广东工业大学管理学院, 广州 510520
  • 收稿日期:2021-09-15 出版日期:2022-05-15 发布日期:2022-03-24
  • 通讯作者: 张慧君
  • 基金资助:

The “double-edged sword” effect of competence frustration and intervention strategies: Behavioral and cognitive neuroscience perspectives

FANG Hui1, FU Huijian(), ZHANG Huijun2   

  1. 1School of Business Administration, Guangdong University of Finance, Guangzhou, Guangdong 510521, China
    2School of Management, Guangdong University of Technology, Guangzhou, Guangdong 510520, China
  • Received:2021-09-15 Online:2022-05-15 Published:2022-03-24
  • Contact: FU Huijian


胜任需要挫败是指个体觉得自己很失败或者感觉不能胜任工作。随着知识经济的快速发展, 越来越多的新生代知识型员工在工作中遭受了短期或长期的胜任需要挫败。在经历胜任需要挫败后, 员工在后续的工作中会越挫越勇还是一蹶不振?如果员工会越挫越勇, 如何强化这一积极效应?如果员工会一蹶不振, 如何规避这一消极后果?已有研究无法清晰地解答这些问题。因此, 本研究基于自我决定理论, 综合运用行为实验、认知神经科学实验和现场实验的方法, 依次考察短期和长期的胜任需要挫败对后续任务自主动机的跨期影响, 进而探讨并检验组织层面的发展性反馈、自主性支持以及个体层面的成就目标导向等干预策略的有效性。研究结果拓展了胜任需要挫败和自主动机的相关研究, 有助于指导企业对员工的胜任需要挫败问题进行科学管理和干预, 有益于员工有效应对胜任需要挫败, 充分激发其自主工作动机。

关键词: 神经管理学, 胜任需要挫败, 自主动机, 自我决定理论, 事件相关电位技术


Competence frustration refers to the feelings of inadequacy or failure. A growing number of the new generation of knowledge workers are experiencing short-term or long-term competence frustration. After their experience of competence frustration, what is going on the knowledge worker’s motivation in the subsequent task. If the experience of competence frustration has a positive effect on the subsequent work, how can we reinforce it? The experience of competence frustration makes negative consequences, how can we avoid or restore it? Existing researches fails to clearly answer these questions. Based on the self-determination theory, this study is intended to uncover the intertemporal effect of competence frustration on one’s autonomy motivation by integrating different approaches (e.g., behavioral experiment, cognitive neuroscience experiment and field experiment). In addition, this study will test the effectiveness of intervention strategies from both the organizational and individual perspectives. Specifically, this study employs four sub-studies to explore the "double-edged sword" effect and intervention strategies of competence frustration. First, we examine the intertemporal effect of short-term competence frustration on one’s autonomy motivation. Second, we explore the intertemporal effect of long-term competence frustration on one’s autonomy motivation. Thirdly, we construct respective intervention strategies of competence frustration, and explore the validity of intervention strategies such as developmental feedback, autonomous support, and achievement goal orientation through three ERP experiments. Fourthly, we test the effectiveness of intervention strategies in management practice.
This study has important theoretical significance. Firstly, we explore the dynamic influence of basic psychological needs frustration, which may effectively extend the research scope of self-determination theory. Secondly, we examine the effect of perceived (short-term and long-term) competence frustration on one’s autonomy motivation in a subsequent task, expanding the research on antecedent variables of autonomy motivation. Thirdly, this study comprehensively examines the validity of intervention strategies, such as developmental feedback, autonomous support and achievement goal orientation, providing a new perspective for the recovery mechanism of competence frustration. Finally, we adopt cognitive neuroscience indexes to measure one’s autonomy motivation objectively and real-time in the process of participating tasks, which overcomes the shortages of traditional measurement methods and responds to calls for adopting cognitive neuroscience on motivation. Furthermore, our study extends the research of motivation from behavioral level to cognitive neuroscience level.
In addition, the findings of the present study have practical significance for competence frustration management. Firstly, it helps managers to realize that sometimes employees are more brave and sometimes depressed. Scientific intervention of employees' competence frustration can improve their autonomy motivation, which will be conducive to improve enterprise performance. Secondly, we test the validity of intervention strategies through field experiments, which will further provide effective strategies for managers to scientifically manage the competence frustration of the new generation knowledge workers. Furthermore, for employees, they should actively find and create opportunities to satisfy their sense of competence in subsequent tasks if they experience short-term competence frustration, and pay attention to cultivate their own mastery goal orientation. It will help them to get more and more brave and avoid depression after setbacks, so as to boost their autonomy motivation.

Key words: neuromanagement, competence frustration, autonomy motivation, self-determination theory, event-related potentials