变革还是拖延?员工对不合规任务的差异化应对

doi:10.3724/SP.J.1041.2023.01529

摘要/Abstract

摘要：

不合规任务是超出员工预期工作范围并侵犯其职业身份的工作任务。面对不合规任务, 员工会作何反应?基于趋避模型, 本研究提出了员工面对不合规任务的差异化应对方式, 即高趋近倾向的员工实施主动变革, 高回避倾向的员工展现工作拖延。研究1采用情景模拟实验(N = 350), 结果表明不合规任务与趋近倾向正向交互影响主动变革行为(趋近应对), 不合规任务与回避倾向正向交互影响工作拖延行为(回避应对)。研究2采用基于三阶段问卷调查的相关研究(N = 207), 不仅再次验证了研究1结果, 还揭示了建设性变革责任感在员工趋近应对过程中的中介作用, 工作疏离感在员工回避应对过程中的中介作用。上述结果有助于全面揭示不合规任务的应对模式, 启发组织精准管理不合规任务。

关键词: 不合规任务, 趋近-回避倾向, 建设性变革责任感, 工作疏离感, 主动变革行为, 工作拖延行为

Abstract:

Illegitimate tasks refer to tasks that are in violation of what employees feel can reasonably be expected from them. Illegitimate tasks can be differentiated into unreasonable and unnecessary tasks. To date, several empirical studies have revealed the negative effects of illegitimate tasks on employees, such as lower job satisfaction, poor psychological detachment from work, lower self-esteem, and stronger feelings of resentment. Given the detriments of illegitimate tasks, how should employees respond to them? Surprisingly, prior research has mainly focused on employees’ negative responses, such as counterproductive work behaviour and turnover intention. Only one study has found that employees can respond to illegitimate tasks proactively (e.g., task crafting). Integrating these ongoing research streams, we propose a dual model of illegitimate tasks. In doing so, we provide a balanced perspective for understanding differentiated responses for illegitimate tasks.

To explore how employees respond to illegitimate tasks, we draw on the approach-avoidance model to hypothesize the following: For employees who have a high level of approach tendency, illegitimate tasks facilitate their taking charge behaviours as a means of improving the work situation. Felt responsibility for constructive change accounted for the above moderating effect. In contrast, for employees who have a high level of avoidance tendency, illegitimate tasks cause their procrastination at work as a means of keeping away from such a situation. Work alienation accounted for the moderating effect.

To test our theoretical model, we carried out an experiment. The experiment showed that approach tendency and illegitimate tasks positively interacted to facilitate taking charge behaviour and that avoidance tendency and illegitimate tasks positively interacted to facilitate work procrastination. In addition, we recruited a variety of full-time employees to participate in the survey. The final sample included 207 three-wave data. Regression analysis was used to test our hypotheses. The results not only replicated the interactive effects again but also revealed that felt responsibility for constructive change played a mediating role in the interaction between approach tendency and illegitimate tasks, while work alienation played a mediating role in the interaction between avoidance tendency and illegitimate tasks.

Our findings demonstrate that approach-oriented employees respond to illegitimate tasks in a positive way, whereas avoidance-oriented employees respond to illegitimate tasks in a negative way. In addition, our findings advance the approach-avoidance model by applying this model on the field of illegitimate tasks. In practice, our research provides implications for managers to manage illegitimate tasks according to employees’ psychological tendencies. If illegitimate tasks are unavoidable, organizations should pay more attention to promoting employees’ approach tendency and felt responsibility for constructive change.

Key words: illegitimate tasks, approach-avoidance tendency, felt responsibility for constructive change, work alienation, taking charge, procrastination at work

中图分类号:

B849: C93

邹艳春, 章惠敏, 彭坚, 聂琦, 王震. (2023). 变革还是拖延?员工对不合规任务的差异化应对. 心理学报, 55(9), 1529-1541.

ZOU Yanchun, ZHANG Huimin, PENG Jian, NIE Qi, WANG Zhen. (2023). Change or procrastination? Employees’ differentiated responses to illegitimate tasks. Acta Psychologica Sinica, 55(9), 1529-1541.

图/表 13

参考文献 59

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动机倾向	评价方式	反应表现	行为方式	行为目的
趋近倾向	从“有益、喜欢与渴望”三方面评价刺激的积极程度。	个体对刺激进行评价后, 产生维持、创造积极刺激的动力, 进而产生趋近积极刺激的心理活动与行为反应。	“趋近”指维持现有的积极刺激或将不积极的刺激变为积极。	实现目标的趋近行为, 促进个人发展。
回避倾向	从“有害、厌恶与不愿亲近”三方面评价刺激的消极程度。	个体对刺激进行评价后, 产生远离、规避消极刺激的动力, 进而产生回避消极刺激的心理活动与行为反应。	“回避”指远离当前的消极刺激与预防潜在的消极刺激出现。	避免威胁的回避行为, 保证个人生存。

动机倾向	评价方式	反应表现	行为方式	行为目的
趋近倾向	从“有益、喜欢与渴望”三方面评价刺激的积极程度。	个体对刺激进行评价后, 产生维持、创造积极刺激的动力, 进而产生趋近积极刺激的心理活动与行为反应。	“趋近”指维持现有的积极刺激或将不积极的刺激变为积极。	实现目标的趋近行为, 促进个人发展。
回避倾向	从“有害、厌恶与不愿亲近”三方面评价刺激的消极程度。	个体对刺激进行评价后, 产生远离、规避消极刺激的动力, 进而产生回避消极刺激的心理活动与行为反应。	“回避”指远离当前的消极刺激与预防潜在的消极刺激出现。	避免威胁的回避行为, 保证个人生存。

变量	1	2	3	4	5	6
1不合规任务
2趋近倾向	-0.08
3回避倾向	-0.09	-0.11*
4主动变革行为	0.10	0.24^***	-0.01
5工作拖延行为	0.10	-0.23^***	0.26^***	-0.16^**
6主管不公正对待	0.17^**	-0.11^*	0.05	-0.08	0.11^*
均值	0.50	3.84	3.33	3.38	2.74	2.34
标准差	0.50	0.53	0.75	0.51	0.84	1.14

变量	1	2	3	4	5	6
1不合规任务
2趋近倾向	-0.08
3回避倾向	-0.09	-0.11*
4主动变革行为	0.10	0.24^***	-0.01
5工作拖延行为	0.10	-0.23^***	0.26^***	-0.16^**
6主管不公正对待	0.17^**	-0.11^*	0.05	-0.08	0.11^*
均值	0.50	3.84	3.33	3.38	2.74	2.34
标准差	0.50	0.53	0.75	0.51	0.84	1.14

变量	主动变革行为	工作拖延行为
变量	模型1	模型2
截距	3.48^***	2.72+
控制变量
趋近倾向		-0.14^**
不合规任务×趋近倾向		0.07
回避倾向	0.03
不合规任务×回避倾向	-0.02
主管不公正对待	-0.04	0.02
自变量
不合规任务	0.07^**	0.08^*
调节变量
趋近倾向	0.14^***
不合规任务×趋近倾向	0.17^***
回避倾向		0.21^***
不合规任务×回避倾向		0.18^***
R²	0.19***	0.17^***