应对不合规任务:公正敏感性和成长需求的作用
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摘要
不合规任务是被个体认为超出了自身角色范围、不应该由自己完成的任务,这种任务会使个体感到自己的专业身份受到侵犯。现有研究大多聚焦于不合规任务对员工情绪、自尊和工作表现的负面影响,而较少关注员工如何应对不合规任务。基于社会比较理论和员工应对视角,本研究认为员工会采取任务重塑这一积极应对策略,来缓解不合规任务带来的消极影响。本研究对293名员工的数据分析结果表明,不合规任务对任务重塑有显著的正向影响;公正敏感性能够强化不合规任务对任务重塑的影响;进一步,成长需求强度和公正敏感性共同调节着不合规任务和任务重塑之间的关系,当公正敏感性和成长需求均强时,不合规任务对任务重塑的正向影响最强。
Tasks are legitimate when they conform to norms about what can reasonably be expected from a given person, while they are illegitimate if they violate such norms. Illegitimate tasks are conceived as offensive to one's professional identity. Existing research mainly focuses on the negative impacts of illegitimate tasks or the negative coping strategies taken by employees. However,employees are not only the passive recipient of work tasks, but also can proactively change their tasks to maintain self-esteem and positive image.Therefore, this study introduces the concept of task crafting, defined as the active role that an employee plays in altering the boundaries of his/her job and shaping actual work practice. From the perspective of task crafting, employees can actively seek opportunities to design their tasks to satisfy their own needs, rather than accepting assigned work passively. By crafting tasks, employees can gain a sense of work meaning and identity. Drawing on the job-crafting perspective, this article analyzes employees' active coping strategy(i.e., task crafting) towards illegitimate tasks.Based on the core ideas of the Social Comparison Theory, this study proposes relevant assumptions. There are three main aspects of the Social Comparison Theory:(1) Individuals will compare their own opinions, abilities, received treatment(comparisons) with relevant standards or others(references);(2) When individuals perceive their self-evaluation deviates from references, they will take measures to reduce the discrepancy;(3) In the process of making changes, individuals will experience some resistance and thrust. Accordingly, this study proposes three hypotheses. First, illegitimate tasks positively affect task crafting. People usually desire a positive sense of self in their own eyes and in the eyes of others. When illegitimate tasks are perceived, an employee's positive self-image is hampered. In order to meet their needs for a positive self-image, individuals will craft their tasks to reduce the discrepancy between their tasks and the range of their roles. Second, justice sensitivity strengthens the positive relationship between illegitimate tasks and task crafting. Justice sensitivity concerns how people react to unfair treatment. Employees with high justice sensitivity may be more likely to be troubled by and react more strongly to unfairness, thereby having greater incentive to craft their tasks. Third, there is a three-way interaction between illegitimate tasks, justice sensitivity and growth need strength.Individuals with high justice sensitivity are more sensitive to differences between illegitimate tasks and the range of their roles. When perceiving differences, individuals' motivations to change the status quo vary. Growth need strength will reinforce the motivation to make changes, because individuals with stronger growth need strength tend to be more active in seeking opportunities and even creating opportunities to make changes. So, this trait makes individuals more likely to craft tasks when facing illegitimate tasks.This study makes the following contributions: First, it expands the studies of illegitimate tasks.Next, by considering individuals' active coping strategy in dealing with illegitimate tasks, this study enriches the literature on the outcomes of illegitimate tasks. In addition, previous studies on task crafting mainly focus on factors that strengthen individuals' motivations, while this study explores factors that stimulate their motivations, thereby filling the research gap.
Tasks are legitimate when they conform to norms about what can reasonably be expected from a given person, while they are illegitimate if they violate such norms. Illegitimate tasks are conceived as offensive to one's professional identity. Existing research mainly focuses on the negative impacts of illegitimate tasks or the negative coping strategies taken by employees. However,employees are not only the passive recipient of work tasks, but also can proactively change their tasks to maintain self-esteem and positive image.Therefore, this study introduces the concept of task crafting, defined as the active role that an employee plays in altering the boundaries of his/her job and shaping actual work practice. From the perspective of task crafting, employees can actively seek opportunities to design their tasks to satisfy their own needs, rather than accepting assigned work passively. By crafting tasks, employees can gain a sense of work meaning and identity. Drawing on the job-crafting perspective, this article analyzes employees' active coping strategy(i.e., task crafting) towards illegitimate tasks.Based on the core ideas of the Social Comparison Theory, this study proposes relevant assumptions. There are three main aspects of the Social Comparison Theory:(1) Individuals will compare their own opinions, abilities, received treatment(comparisons) with relevant standards or others(references);(2) When individuals perceive their self-evaluation deviates from references, they will take measures to reduce the discrepancy;(3) In the process of making changes, individuals will experience some resistance and thrust. Accordingly, this study proposes three hypotheses. First, illegitimate tasks positively affect task crafting. People usually desire a positive sense of self in their own eyes and in the eyes of others. When illegitimate tasks are perceived, an employee's positive self-image is hampered. In order to meet their needs for a positive self-image, individuals will craft their tasks to reduce the discrepancy between their tasks and the range of their roles. Second, justice sensitivity strengthens the positive relationship between illegitimate tasks and task crafting. Justice sensitivity concerns how people react to unfair treatment. Employees with high justice sensitivity may be more likely to be troubled by and react more strongly to unfairness, thereby having greater incentive to craft their tasks. Third, there is a three-way interaction between illegitimate tasks, justice sensitivity and growth need strength.Individuals with high justice sensitivity are more sensitive to differences between illegitimate tasks and the range of their roles. When perceiving differences, individuals' motivations to change the status quo vary. Growth need strength will reinforce the motivation to make changes, because individuals with stronger growth need strength tend to be more active in seeking opportunities and even creating opportunities to make changes. So, this trait makes individuals more likely to craft tasks when facing illegitimate tasks.This study makes the following contributions: First, it expands the studies of illegitimate tasks.Next, by considering individuals' active coping strategy in dealing with illegitimate tasks, this study enriches the literature on the outcomes of illegitimate tasks. In addition, previous studies on task crafting mainly focus on factors that strengthen individuals' motivations, while this study explores factors that stimulate their motivations, thereby filling the research gap.
引文
[1]胡睿玲,田喜洲.重构工作身份与意义——工作重塑研究述评[J].外国经济与管理,2015,(10):69-81.
[2]田喜洲,彭小平,郭新宇.工作重塑干预:概念、设计与影响[J].外国经济与管理,2017,(12):112-126.
[3]谢俊,严鸣.积极应对还是逃避?主动性人格对职场排斥与组织公民行为的影响机制[J].心理学报,2016,(10):1314-1325.
[4]谢雪贤,刘毅,吴伟炯.公正敏感性的研究现状与展望[J].心理科学进展,2012,(2):301-308.
[5]Ahmed S F, Eatough E M, Ford M T. Relationships between illegitimate tasks and change in work-family outcomes via interactional justice and negative emotions[J]. Journal of Vocational Behavior,2018, 104(1):14-30.
[6]Apostel E, Syrek C J, Antoni C H. Turnover intention as a response to illegitimate tasks:The moderating role of appreciative leadership[J]. International Journal of Stress Management,2018, 25(3):234-249.
[7]Berg J M, Dutton J E, Wrzesniewski A. Job crafting and meaningful work[A]. Dik B J, Byrne Z S, Steger M F. Purpose and meaning in the workplace[C]. Washington, DC:American Psychological Association, 2013:81-104.
[8]Bruning P F, Campion M A. A role-resource approach-avoidance model of job crafting:A multimethod integration and extension of job crafting theory[J]. Academy of Management Journal,2018, 61(2):499-522.
[9]Choi T R, Choi J H, Sung Y. I hope to protect myself from the threat:The impact of self-threat on prevention-versus promotion-focused hope[J]. Journal of Business Research, 2018, doi:10.1016/j.jbusres.2018.03.010.
[10]Eatough E M, Meier L L, Igic I, et al. You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being[J]. Journal of Organizational Behavior,2016, 37(1):108-127.
[11]Festinger L. A theory of social comparison processes[J]. Human Relations,1954, 7(2):117-140.
[12]Folger R, Cropanzano R. Fairness theory:Justice as accountability[A]. Greenberg J, Cropanzano R. Advances in organization justice[C]. California:Stanford University Press, 2001:1-55.
[13]Hackman J R, Oldham G R. Work redesign[M]. Reading, Mass.:Addison-Wesley, 1980:286-287.
[14]Jacobshagen N. Illegitimate tasks, illegitimate stressors:Testing a new stressor-strain concept[D]. Bern:University of Bern,2006:42-113.
[15]Leana C, Appelbaum E, Shevchuk I. Work process and quality of care in early childhood education:The role of job crafting[J]. Academy of Management Journal,2009, 52(6):1169-1192.
[16]Lin B L, Law K S, Zhou J. Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations[J]. Academy of Management Journal,2017, 60(1):156-177.
[17]Schmitt M, Gollwitzer M, Maes J, et al. Justice sensitivity[J]. European Journal of Psychological Assessment,2005, 21(3):202-211.
[18]Semmer N K, Jacobshagen N, Meier L L. Self-esteem and appreciation as topics in work and organizational stress research[J].Wirtschaftspsychologie,2006, 8(3):87-95.
[19]Semmer N K, Jacobshagen N, Meier L L, et al. Occupational stress research:The “stress-as-offence-to-self” perspective[A].Houdmont J, McIntyre S. Occupational health psychology:European perspectives on research, education and practice[C].Maia:ISMAI Publishers, 2007, 2:43-60.
[20]Semmer N K, Jacobshagen N, Meier L L, et al. Illegitimate tasks as a source of work stress[J]. Work&Stress,2015, 29(1):32-56.
[21]Semmer N K, Tschan F, Meier L L, et al. Illegitimate tasks and counterproductive work behavior[J]. Applied Psychology,2010, 59(1):70-96.
[22]Sonnentag S, Lischetzke T. Illegitimate tasks reach into afterwork hours:A multilevel study[J]. Journal of Occupational Health Psychology,2018, 23(2):248-261.
[23]van Schie S, Güntert S T, Wehner T. How dare to demand this from volunteers! The impact of illegitimate tasks[J].VOLUNTAS:International Journal of Voluntary and Nonprofit Organizations,2014, 25(4):851-868.
[24]Wrzesniewski A, Dutton J E. Crafting a job:Revisioning employees as active crafters of their work[J]. Academy of Management Review,2001, 26(2):179-201.
[25]Zargar M S, Vandenberghe C, Marchand C, et al. Job scope, affective commitment, and turnover:The moderating role of growth need strength[J]. Journal of Occupational and Organizational Psychology,2014, 87(2):280-302.
[2]田喜洲,彭小平,郭新宇.工作重塑干预:概念、设计与影响[J].外国经济与管理,2017,(12):112-126.
[3]谢俊,严鸣.积极应对还是逃避?主动性人格对职场排斥与组织公民行为的影响机制[J].心理学报,2016,(10):1314-1325.
[4]谢雪贤,刘毅,吴伟炯.公正敏感性的研究现状与展望[J].心理科学进展,2012,(2):301-308.
[5]Ahmed S F, Eatough E M, Ford M T. Relationships between illegitimate tasks and change in work-family outcomes via interactional justice and negative emotions[J]. Journal of Vocational Behavior,2018, 104(1):14-30.
[6]Apostel E, Syrek C J, Antoni C H. Turnover intention as a response to illegitimate tasks:The moderating role of appreciative leadership[J]. International Journal of Stress Management,2018, 25(3):234-249.
[7]Berg J M, Dutton J E, Wrzesniewski A. Job crafting and meaningful work[A]. Dik B J, Byrne Z S, Steger M F. Purpose and meaning in the workplace[C]. Washington, DC:American Psychological Association, 2013:81-104.
[8]Bruning P F, Campion M A. A role-resource approach-avoidance model of job crafting:A multimethod integration and extension of job crafting theory[J]. Academy of Management Journal,2018, 61(2):499-522.
[9]Choi T R, Choi J H, Sung Y. I hope to protect myself from the threat:The impact of self-threat on prevention-versus promotion-focused hope[J]. Journal of Business Research, 2018, doi:10.1016/j.jbusres.2018.03.010.
[10]Eatough E M, Meier L L, Igic I, et al. You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being[J]. Journal of Organizational Behavior,2016, 37(1):108-127.
[11]Festinger L. A theory of social comparison processes[J]. Human Relations,1954, 7(2):117-140.
[12]Folger R, Cropanzano R. Fairness theory:Justice as accountability[A]. Greenberg J, Cropanzano R. Advances in organization justice[C]. California:Stanford University Press, 2001:1-55.
[13]Hackman J R, Oldham G R. Work redesign[M]. Reading, Mass.:Addison-Wesley, 1980:286-287.
[14]Jacobshagen N. Illegitimate tasks, illegitimate stressors:Testing a new stressor-strain concept[D]. Bern:University of Bern,2006:42-113.
[15]Leana C, Appelbaum E, Shevchuk I. Work process and quality of care in early childhood education:The role of job crafting[J]. Academy of Management Journal,2009, 52(6):1169-1192.
[16]Lin B L, Law K S, Zhou J. Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations[J]. Academy of Management Journal,2017, 60(1):156-177.
[17]Schmitt M, Gollwitzer M, Maes J, et al. Justice sensitivity[J]. European Journal of Psychological Assessment,2005, 21(3):202-211.
[18]Semmer N K, Jacobshagen N, Meier L L. Self-esteem and appreciation as topics in work and organizational stress research[J].Wirtschaftspsychologie,2006, 8(3):87-95.
[19]Semmer N K, Jacobshagen N, Meier L L, et al. Occupational stress research:The “stress-as-offence-to-self” perspective[A].Houdmont J, McIntyre S. Occupational health psychology:European perspectives on research, education and practice[C].Maia:ISMAI Publishers, 2007, 2:43-60.
[20]Semmer N K, Jacobshagen N, Meier L L, et al. Illegitimate tasks as a source of work stress[J]. Work&Stress,2015, 29(1):32-56.
[21]Semmer N K, Tschan F, Meier L L, et al. Illegitimate tasks and counterproductive work behavior[J]. Applied Psychology,2010, 59(1):70-96.
[22]Sonnentag S, Lischetzke T. Illegitimate tasks reach into afterwork hours:A multilevel study[J]. Journal of Occupational Health Psychology,2018, 23(2):248-261.
[23]van Schie S, Güntert S T, Wehner T. How dare to demand this from volunteers! The impact of illegitimate tasks[J].VOLUNTAS:International Journal of Voluntary and Nonprofit Organizations,2014, 25(4):851-868.
[24]Wrzesniewski A, Dutton J E. Crafting a job:Revisioning employees as active crafters of their work[J]. Academy of Management Review,2001, 26(2):179-201.
[25]Zargar M S, Vandenberghe C, Marchand C, et al. Job scope, affective commitment, and turnover:The moderating role of growth need strength[J]. Journal of Occupational and Organizational Psychology,2014, 87(2):280-302.