“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory

IF 3.1 4区 管理学 Q2 MANAGEMENT
Qi He, Jingtao Fu, Wenhao Wu, Siqi Feng
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引用次数: 0

Abstract

Purpose

Based on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.

Design/methodology/approach

This research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.

Findings

Performance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.

Practical implications

Under the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.

Originality/value

This research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.

工作是否 "欣欣向荣"?基于成就动机理论和双因素理论的绩效压力影响研究
目的本研究以成就动机理论和双因素理论为基础,将合作目标相互依赖(指具备激励因素)和不正当任务(指缺乏保障因素)协同作用,构建绩效压力影响员工工作积极性过程中的三重交互作用模型。本研究通过两点时滞法收集了 291 个有效数据,检验了绩效压力对员工工作积极性的直接影响及其调节机制。合作目标相互依赖在绩效压力与员工工作积极性之间的调节作用增强。实践意义在倡导员工将来自组织绩效管理体系的绩效压力内化为自身成就动机的前提下,领导者应建立激励制度和保障制度,让员工通过目标管理和任务管理实现自我成就。独创性/价值:本研究证实了合作目标相互依赖和非法任务对员工成就动机的激励效应和不安全效应的共同决定作用,揭示了员工在工作中选择茁壮成长的边界条件。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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