Fear and work performance: A meta-analysis and future research directions

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-04-04 DOI:10.1016/j.hrmr.2024.101018

Sasha Pustovit , Chao Miao , Shanshan Qian

引用次数: 0

Abstract

In this meta-analysis, we examine the relationship between fear and the three facets of work performance, namely task performance, organizational citizenship behavior (OCB), and counterproductive work behavior (CWB). We integrated the disparate literature by establishing a unifying theoretical framework informed by the resource-based perspective. Results showed that fear is negatively related to task performance and OCB, and positively related to CWB. In addition, the negative relationship between fear and OCB is stronger for OCBs directed toward the organization (OCB-O) than OCBs directed toward individuals (OCB-I). The positive relationship between fear and CWB is stronger in male dominated samples and countries with high religiosity. Furthermore, stress mediated the effects of fear on task performance, OCB, and CWB. We note the theoretical and practical implications in light of the study findings, and discuss study limitations and future research needs.

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恐惧与工作表现：荟萃分析与未来研究方向

在本荟萃分析中，我们研究了恐惧与工作绩效的三个方面，即任务绩效、组织公民行为（OCB）和反生产性工作行为（CWB）之间的关系。我们以基于资源的视角为基础，建立了一个统一的理论框架，从而整合了不同的文献。结果表明，恐惧与任务绩效和 OCB 负相关，而与 CWB 正相关。此外，恐惧与 OCB 之间的负相关关系在针对组织的 OCB（OCB-O）中要强于针对个人的 OCB（OCB-I）。在男性占主导地位的样本和宗教信仰较高的国家，恐惧与 CWB 之间的正相关关系更强。此外，压力对恐惧对任务绩效、OCB 和 CWB 的影响具有中介作用。我们指出了研究结果的理论和实践意义，并讨论了研究的局限性和未来的研究需求。

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

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.