时间压力对个体工作结果的作用效果: 基于元分析的证据

doi:10.3724/SP.J.1042.2024.00465

摘要/Abstract

摘要：

虽然时间压力在工作场所中非常普遍且很重要, 但尚未有研究提供关于时间压力如何影响员工绩效和行为结果的全面解释。本研究通过文献检索、筛选和编码, 对78项研究的82个独立样本(总样本N = 25056)进行了元分析。研究结果显示, 时间压力与个体工作绩效、亲社会行为和主动行为呈现出显著的正相关关系, 但与创新绩效的正相关关系并不显著。进一步地, 本研究检验了文化差异、团队相依性和评价来源的调节效应。首先, 在高权力距离、集体主义和长期导向背景下, 时间压力与个体亲社会行为呈现出显著的正相关关系, 而在低权力距离、个人主义和短期导向背景下, 时间压力与个体主动行为呈现出显著的正相关关系; 其次, 相对于低团队相依性而言, 在高团队相依性情境中, 时间压力与个体工作绩效、创新绩效以及亲社会行为之间呈现出更为积极的相关关系; 最后, 相对于他评的数据而言, 时间压力与自评的工作绩效和员工行为之间呈现出更为积极的相关关系。本元分析为时间压力对个体工作结果的影响效果提供了综合而可靠的结论, 也为未来研究提供了一定的理论借鉴和实践参考。

关键词: 个体时间压力, 个体工作结果, 元分析, 调节效应

Abstract:

Considering the fact that time pressure is highly prevalent and significant in the workplace, academic researchers have delved deeply into the relationship between time pressure and employee performance or behavioral outcomes. While these studies have made substantial contributions to the time pressure literature, they have not yet arrived at a consistent conclusion. As such, determining the true impact of time pressure remains an open question. To address this, we conducted the first comprehensive meta-analysis on the effects of time pressure on individual work outcomes. This analysis encompassed a wide range of consequences, including job performance, innovative performance, prosocial behavior, and proactive behavior. By investigating the effects of time pressure through a meta-analytical lens, we were able to gain a better understanding of its impacts and develop appropriate coping strategies accordingly. Our findings offer valuable insights and recommendations for organizations seeking to effectively manage the time pressure experienced by their employees, ultimately aiming to enhance overall performance. This issue has become a topic of significant importance and concern in both theoretical and practical fields, with our study providing a crucial step forward in understanding the implications of time pressure in the workplace.

Based on 82 independent samples from 78 studies with a total study sample of 25,056 participants, this study conducted a meta-analysis of the relationship between time pressure and employee outcomes (job performance, innovation performance, prosocial behavior, and proactive behavior) and examined the moderating effects of cultural differences (power distance, individualism-collectivism, and short-term-long-term orientation), team interdependence, and rating sources on the relationship. The results found that time pressure had a significant positive correlation with employee job performance, prosocial behavior, and proactive behavior, but the positive correlation with employee innovative performance was not significant. Furthermore, this study examined the moderating effects of cultural differences, team interdependence, and rating sources. The data results showed that, first, under the background of high power distance, collectivism, and long-term orientation, time pressure had a significant positive correlation with prosocial behavior; while under the background of low power distance, individualism, and short-term orientation, time pressure had a significant positive correlation with proactive behavior. Second, compared with low team interdependence, in the context of high team interdependence, time pressure showed a more positive correlation with job performance, innovative performance, and prosocial behavior. Finally, compared to other-evaluated data, time pressure had a more positive correlation with self-evaluated employee job performance and behavioral outcomes.

This study makes significant theoretical contributions to the time pressure literature. First, the findings of this study enrich the existing research on the relationship between time pressure and employee outcomes. Although previous studies have mostly regarded time pressure as a challenge stressor and believed it to be a favorable factor for promoting individual and team achievements, our results suggest that time pressure does not always yield positive outcomes. Specifically, individual time pressure is beneficial for employees’ job performance, prosocial behavior, and proactive behavior, but its positive correlation with innovative performance is not significant, indicating that time pressure is not always assessed positively. Second, this study investigates the boundary conditions between time pressure and employee outcomes based on the stress appraisal theory. The mixed research conclusions on the relationship between time pressure and employee outcomes might be due to the varying degrees to which employees evaluate time pressure as challenging in different situations. This study identified several important boundary conditions, including cultural differences, team interdependence, and rating sources. These findings not only expand the application scope of the stress appraisal theory but also provide a more comprehensive and systematic reference for clarifying the boundary conditions between time pressure and employee outcomes. Therefore, this meta-analysis offers a comprehensive and reliable conclusion on the impact of time pressure and provides theoretical references and practical guidance for future research.

Key words: individual time pressure, individual work outcomes, meta-analysis, moderating effects

中图分类号:

B849: C93

袁悦, 吴志明, 谢秋实. (2024). 时间压力对个体工作结果的作用效果: 基于元分析的证据. 心理科学进展 , 32(3), 465-485.

YUAN Yue, WU Zhiming, XIE Qiushi. (2024). The effect of time pressure on individual work outcomes: A meta-analytic review. Advances in Psychological Science, 32(3), 465-485.

图/表 7

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因变量	k	N	r_u	r_c	SD	95% CI
时间压力−工作绩效	22	4712	0.10	0.11†	0.25	[−0.01, 0.22]
时间压力−创新绩效	44	14694	0.03	0.03	0.23	[−0.04, 0.10]
时间压力−亲社会行为	11	3463	0.06	0.08*	0.12	[0.0002, 0.16]
时间压力−主动行为	13	3172	0.17	0.20*	0.15	[0.11, 0.29]

因变量	k	N	r_u	r_c	SD	95% CI
时间压力−工作绩效	22	4712	0.10	0.11†	0.25	[−0.01, 0.22]
时间压力−创新绩效	44	14694	0.03	0.03	0.23	[−0.04, 0.10]
时间压力−亲社会行为	11	3463	0.06	0.08*	0.12	[0.0002, 0.16]
时间压力−主动行为	13	3172	0.17	0.20*	0.15	[0.11, 0.29]

因变量	调节变量	k	N	r_u	r_c	SD	95% CI	Q_B
时间压力−工作绩效	低权力距离	6	805	0.04	0.04	0.13	[−0.08, 0.16]	0.09
	高权力距离	10	2950	0.06	0.08	0.21	[−0.06, 0.21]	0.09
	个人主义	6	805	0.04	0.04	0.13	[−0.08, 0.16]	0.09
	集体主义	10	2950	0.06	0.08	0.21	[−0.06, 0.21]	0.09
	短期导向	7	1131	0.04	0.05	0.10	[−0.05, 0.15]	0.22
	长期导向	7	2183	0.10	0.12	0.19	[−0.03, 0.26]	0.22
时间压力−创新绩效	低权力距离	11	2826	0.05	0.06	0.15	[−0.04, 0.16]	3.12
	高权力距离	30	11135	0.03	0.03	0.25	[−0.06, 0.12]	3.12
	个人主义	12	3007	0.03	0.04	0.16	[−0.05, 0.14]	1.82
	集体主义	29	10954	0.03	0.03	0.25	[−0.06, 0.13]	1.82
	短期导向	12	3007	0.03	0.04	0.16	[−0.05, 0.14]	1.93
	长期导向	28	10703	0.03	0.03	0.25	[−0.07, 0.12]	1.93
时间压力−亲社会行为	低权力距离	3	879	0.02	0.03	0.12	[−0.12, 0.18]	0.38
	高权力距离	6	1559	0.11	0.14*	0.12	[0.03, 0.24]	0.38
	个人主义	3	879	0.02	0.03	0.12	[−0.12, 0.18]	0.38
	集体主义	6	1559	0.11	0.14*	0.12	[0.03, 0.24]	0.38
	短期导向	5	1326	0.02	0.03	0.15	[−0.11, 0.18]	1.90
	长期导向	4	1112	0.14	0.17*	0.04	[0.10, 0.24]	1.90
时间压力−主动行为	低权力距离	7	1659	0.20	0.24*	0.00	[0.19, 0.28]	0.53
	高权力距离	3	1010	0.10	0.11	0.20	[−0.13, 0.35]	0.53
	个人主义	7	1659	0.20	0.24*	0.00	[0.19, 0.28]	0.53
	集体主义	3	1010	0.10	0.11	0.20	[−0.13, 0.35]	0.53
	短期导向	7	1659	0.20	0.24*	0.00	[0.19, 0.28]	0.53
	长期导向	3	1010	0.10	0.11	0.20	[−0.13, 0.35]	0.53

因变量	调节变量	k	N	r_u	r_c	SD	95% CI	Q_B
时间压力−工作绩效	低权力距离	6	805	0.04	0.04	0.13	[−0.08, 0.16]	0.09
	高权力距离	10	2950	0.06	0.08	0.21	[−0.06, 0.21]	0.09
	个人主义	6	805	0.04	0.04	0.13	[−0.08, 0.16]	0.09
	集体主义	10	2950	0.06	0.08	0.21	[−0.06, 0.21]	0.09
	短期导向	7	1131	0.04	0.05	0.10	[−0.05, 0.15]	0.22
	长期导向	7	2183	0.10	0.12	0.19	[−0.03, 0.26]	0.22
时间压力−创新绩效	低权力距离	11	2826	0.05	0.06	0.15	[−0.04, 0.16]	3.12
	高权力距离	30	11135	0.03	0.03	0.25	[−0.06, 0.12]	3.12
	个人主义	12	3007	0.03	0.04	0.16	[−0.05, 0.14]	1.82
	集体主义	29	10954	0.03	0.03	0.25	[−0.06, 0.13]	1.82
	短期导向	12	3007	0.03	0.04	0.16	[−0.05, 0.14]	1.93
	长期导向	28	10703	0.03	0.03	0.25	[−0.07, 0.12]	1.93
时间压力−亲社会行为	低权力距离	3	879	0.02	0.03	0.12	[−0.12, 0.18]	0.38
	高权力距离	6	1559	0.11	0.14*	0.12	[0.03, 0.24]	0.38
	个人主义	3	879	0.02	0.03	0.12	[−0.12, 0.18]	0.38
	集体主义	6	1559	0.11	0.14*	0.12	[0.03, 0.24]	0.38
	短期导向	5	1326	0.02	0.03	0.15	[−0.11, 0.18]	1.90
	长期导向	4	1112	0.14	0.17*	0.04	[0.10, 0.24]	1.90
时间压力−主动行为	低权力距离	7	1659	0.20	0.24*	0.00	[0.19, 0.28]	0.53
	高权力距离	3	1010	0.10	0.11	0.20	[−0.13, 0.35]	0.53
	个人主义	7	1659	0.20	0.24*	0.00	[0.19, 0.28]	0.53
	集体主义	3	1010	0.10	0.11	0.20	[−0.13, 0.35]	0.53
	短期导向	7	1659	0.20	0.24*	0.00	[0.19, 0.28]	0.53
	长期导向	3	1010	0.10	0.11	0.20	[−0.13, 0.35]	0.53

因变量	调节变量	k	N	r_u	r_c	SD	95% CI	Q_B
时间压力−工作绩效	低团队相依性	14	3059	0.02	0.02	0.23	[−0.11, 0.14]	4.10*
时间压力−工作绩效	高团队相依性	8	1653	0.25	0.29*	0.18	[0.16, 0.42]	4.10*
时间压力−创新绩效	低团队相依性	21	6079	−0.08	−0.10*	0.22	[−0.20, −0.003]	9.52**
时间压力−创新绩效	高团队相依性	23	8615	0.11	0.13*	0.19	[0.05, 0.21]	9.52**
时间压力−亲社会行为	低团队相依性	5	1639	0.03	0.04	0.11	[−0.06, 0.15]	0.95
时间压力−亲社会行为	高团队相依性	6	1824	0.09	0.11*	0.12	[0.01, 0.22]	0.95
时间压力−主动行为	低团队相依性	9	2495	0.18	0.20*	0.18	[0.08, 0.33]	0.30
时间压力−主动行为	高团队相依性	4	677	0.16	0.20*	0.00	[0.12, 0.27]	0.30