Phản ứng với Cảm nhận Định mức Quá cao: Kết hợp Các Phản ứng Điều chỉnh Dựa trên Căng thẳng và Tự điều chỉnh và Vai trò Điều tiết của Các Sắp xếp Công việc Chính thức

Journal of Business and Psychology - Tập 38 - Trang 411-435 - 2023
Maike E. Debus1, Barbara Körner2, Mo Wang3, Martin Kleinmann4
1University of Neuchâtel, Neuchâtel, Switzerland
2Leeds University Business School, Leeds, UK
3University of Florida, Gainesville, USA
4University of Zurich, Zurich, Switzerland

Tóm tắt

Đến nay, nghiên cứu về cảm nhận định mức quá cao chủ yếu tập trung vào các phản ứng không thích ứng, dựa trên căng thẳng so với các phản ứng thích ứng, tự điều chỉnh một cách tách biệt. Theo lý thuyết phù hợp cá nhân-môi trường, chúng tôi tìm cách tiến xa hơn sự chú ý một chiều này bằng cách kết hợp cả hai loại phản ứng điều chỉnh và xem xét những hệ quả của chúng đối với cảm nhận phù hợp cá nhân-công việc, cũng như kết quả về hiệu suất và sự an lạc. Nhằm phù hợp với lý thuyết, chúng tôi cũng xem xét các điều kiện ranh giới ngữ cảnh dưới dạng các chỉ báo về các sắp xếp công việc chính thức (tức là, hợp đồng lao động dài hạn so với hợp đồng tạm thời và thâm niên công việc). Sử dụng dữ liệu ba làn sóng từ 453 nhân viên, chúng tôi phát hiện rằng cảm nhận định mức quá cao gián tiếp và tuần tự liên quan đến việc giảm sút hiệu suất công việc, hành vi công dân tổ chức và sự hài lòng trong công việc thông qua sự tức giận đối với tình trạng việc làm và các mức cảm nhận phù hợp cá nhân-công việc thấp hơn - do đó phản ánh con đường dựa trên căng thẳng. Đối với con đường tự điều chỉnh, các phát hiện không phù hợp với đề xuất ban đầu của chúng tôi rằng mối quan hệ tích cực giữa cảm nhận định mức quá cao và tổ chức công việc (một hình thức cấu trúc lại tác nghiệp mà ở đó nhân viên cải thiện quy trình làm việc của họ) sẽ yếu hơn ở những nhân viên có hợp đồng tạm thời và những người có thâm niên lâu. Thay vào đó, việc có hợp đồng lao động tạm thời hoặc có thâm niên công việc dài hơn dẫn đến mối quan hệ tiêu cực giữa cảm nhận định mức quá cao và tổ chức công việc, điều này càng góp phần vào việc giảm hiệu suất và sự hài lòng thông qua các mức cảm nhận phù hợp cá nhân-công việc thấp hơn. Nghiên cứu của chúng tôi nhấn mạnh vai trò gây mất động lực của hợp đồng lao động tạm thời và thâm niên công việc lâu dài đối với những nhân viên có định mức quá cao trong việc tổ chức lại công việc của họ. Trong phần thảo luận về các phát hiện của chúng tôi, chúng tôi chỉ ra tầm quan trọng của giai đoạn công việc và phát triển các khuyến nghị cho việc quản lý nhân viên có định mức quá cao.

Từ khóa


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