工作压力、组织信任与员工工作绩效的关系研究
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摘要
随着科技迅速发展，社会体制不断变化，市场竞争日益激烈，每一个工作的员工都能感受到工作难度的提高和工作节奏的加快，工作压力问题已引起社会各界关注，目前已成为当今社会普遍关注的热点问题。过高的工作压力不但可以影响员工的身心健康，而且在一定程度上还影响员工的工作态度及行为，进而对其工作绩效产生影响。本研究通过对企业员工调查研究，分析工作压力、组织信任与工作绩效三者之间的相互关系，试图解释我国企业员工的工作压力构成，并探究组织信任对工作压力与工作绩效之间具体的作用机制，以期为员工工作压力管理提供一定的指导意见。
本研究在前人文献回顾的基础上，根据研究构思，构建研究模型，提出研究假设，依据国外专业量表的基础上，设计出了本研究的量表题项，通过现场发放和电子邮件形式对我国长三角地区10多家企业员工进行问卷调查，其后运用SPSS16.0统计软件对问卷进行描述性分析、因子分析、独立样本T检验、单因素方差分析、相关分析以及回归分析研究，对研究假设进行验证，本研究主要得出如下结论：
第一，员工的工作压力由六个维度组成，而它进一步又可划分为良性压力和劣性压力，其中良性压力由工作本身压力这一个维度构成，劣性压力是由组织管理氛围压力、职业生涯发展压力、角色压力、人际压力、工作家庭分界面压力构成。
第二，组织信任与工作绩效之间呈显著正相关关系，即组织信任水平越高，其工作绩效越高。
第三，组织信任在工作压力与工作绩效之间起到部分调节作用。
根据研究结果，本文提出了企业压力管理的建议，分别从良劣性压力、组织层面、个人层面着手，采取相应措施，提高员工的组织信任，帮助员工解决压力问题，进而为企业人力资源管理工作提供一定的指导。
With the rapid technological development, social systems are constantlychanging, increasingly competitive market, every employee can feel improvingdifficulty of the work and the accelerated pace of work, work pressure has causedconcerns of the community, has become common hot issue in today's society.Highworking pressure not only can affect their physical and mental health, and to someextent also affect staff attitudes and behavior, and thus affect their job performance.This paper will analysis relationship of work stress,organizational trust and jobperformance by researching employees, trying to explain the constitute sources ofwork stress for our employees, and explore the specific mechanism of theorganizational trust between work stress and job performance,in order to providesome guidance of stress management in enterprise.
As the basis of previous related research, the paper proposes the research modeland hypothesis according the research ideas. And design the survey questionnairesbased on foreign professional questionnaires, then survey more than10companiesof Yangtze River Delta region questionnaires by on-site distribution and e-mail.This paper will use SPSS16.0software for descriptive statistical analysis, factoranalysis, independent-samples T test, one-way ANOVA, correlation analysis andregression analysis to verify the research hypotheses. The main conclusions areshowed as follows:
First, employees working pressure source is composed of six dimensions, and itcan be further divided into positive pressure and unfavorable pressure. andpositive pressure is composed of the stress of work itself, but unfavorable pressure ismanaged by the stress of organizational atmosphere and management environment,career development pressure, the role stress, interpersonal stress and the interface forworking families stress.
Second, the organizational trust has significant positive correlation with jobperformance. That is, the higher the level of organizational trust is, the higher theirjob performance.
Third, it shows that organizational trust has part of mediating effect betweenthe work stressors and job performance.
As the basis of the research results, this paper presents enterprise stressmanagement suggestions, From the aspect of positive and unfavorable pressure,organizational level, individual level, it hopes to provide useful guidance in the workof Human Resource Management, and can help enterprise employees resolve jobpressure by the way of improving their organizational trust.
本研究在前人文献回顾的基础上，根据研究构思，构建研究模型，提出研究假设，依据国外专业量表的基础上，设计出了本研究的量表题项，通过现场发放和电子邮件形式对我国长三角地区10多家企业员工进行问卷调查，其后运用SPSS16.0统计软件对问卷进行描述性分析、因子分析、独立样本T检验、单因素方差分析、相关分析以及回归分析研究，对研究假设进行验证，本研究主要得出如下结论：
第一，员工的工作压力由六个维度组成，而它进一步又可划分为良性压力和劣性压力，其中良性压力由工作本身压力这一个维度构成，劣性压力是由组织管理氛围压力、职业生涯发展压力、角色压力、人际压力、工作家庭分界面压力构成。
第二，组织信任与工作绩效之间呈显著正相关关系，即组织信任水平越高，其工作绩效越高。
第三，组织信任在工作压力与工作绩效之间起到部分调节作用。
根据研究结果，本文提出了企业压力管理的建议，分别从良劣性压力、组织层面、个人层面着手，采取相应措施，提高员工的组织信任，帮助员工解决压力问题，进而为企业人力资源管理工作提供一定的指导。
With the rapid technological development, social systems are constantlychanging, increasingly competitive market, every employee can feel improvingdifficulty of the work and the accelerated pace of work, work pressure has causedconcerns of the community, has become common hot issue in today's society.Highworking pressure not only can affect their physical and mental health, and to someextent also affect staff attitudes and behavior, and thus affect their job performance.This paper will analysis relationship of work stress,organizational trust and jobperformance by researching employees, trying to explain the constitute sources ofwork stress for our employees, and explore the specific mechanism of theorganizational trust between work stress and job performance,in order to providesome guidance of stress management in enterprise.
As the basis of previous related research, the paper proposes the research modeland hypothesis according the research ideas. And design the survey questionnairesbased on foreign professional questionnaires, then survey more than10companiesof Yangtze River Delta region questionnaires by on-site distribution and e-mail.This paper will use SPSS16.0software for descriptive statistical analysis, factoranalysis, independent-samples T test, one-way ANOVA, correlation analysis andregression analysis to verify the research hypotheses. The main conclusions areshowed as follows:
First, employees working pressure source is composed of six dimensions, and itcan be further divided into positive pressure and unfavorable pressure. andpositive pressure is composed of the stress of work itself, but unfavorable pressure ismanaged by the stress of organizational atmosphere and management environment,career development pressure, the role stress, interpersonal stress and the interface forworking families stress.
Second, the organizational trust has significant positive correlation with jobperformance. That is, the higher the level of organizational trust is, the higher theirjob performance.
Third, it shows that organizational trust has part of mediating effect betweenthe work stressors and job performance.
As the basis of the research results, this paper presents enterprise stressmanagement suggestions, From the aspect of positive and unfavorable pressure,organizational level, individual level, it hopes to provide useful guidance in the workof Human Resource Management, and can help enterprise employees resolve jobpressure by the way of improving their organizational trust.
引文
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[2] Aryee, S.&Budhwar, P. S.&Chen, Z. X. Trust as a mediator of the relationshipbetween organizational justice and work outcomes: test of a social exchangemodel [J]. Journal of Organizational behavior,2002,3(23),267-285
[3] Bernardin, H. The validity of a measure of job compatibility in the prediction ofjob performance and turnover of motion picture theater personnel [J]. PersonnelPsychology,1994,73-90
[4] Borman, W. C. Role of early supervisory experience in supervisor performance[J]. Journal ofApplied Psychology,1993,443-449
[5] Borman, W. C.&Motowidlo, S. J. Expanding the Criterion Domain to IncludeElements of Context Performance. Personnel Selection in Organization [M].Human Performance,1993,11(3),71-98
[6] Borman, W. C.&Motowidlo, S. J. Task performance and contextual performance:the meaning for personnel selection research [J]. Human Performance,1997,2(10),99-109
[7] Boyatzis, R. E. Rendering into competence the things that are competent [J].American Psychologist,1994,15(2),76-89
[8] Campbell, J. P. Modeling job performance in a population of jobs [J]. PersonnelPsychology,1990,313-425
[9] Cambell, J. P. Modeling the performance prediction problem in the industrial andorganization psychology [M]. Consulting Psychological Press,1990,283-298
[10]Goodman, S. A.&Svyantek, D. J. The relationship between organizationalcharacteristics and team building success [J]. Journal of business and psychology,1990,265-283
[11]Cooper, C. L,&Marshall, J. Understanding Executive Stress [M]. US: MacmillanPress,1978,45-49
[12]Cooper, C. L.&Sloan, S. Occupational Stress Indicator Management Guide [M].Nefer-Nelon Windior,1998,67-74
[13]Costigan, R. D. A Multi-Dimensional study of trust in organizations [J]. Journalof Managerial Issues,1998,303-317
[14]Errol, E. J.&Bruce, E. W. A Correlation of servant leadership, leader trust, andorganizational trust [J]. Leadership Organization Development Journal,2005,26-35
[15]Gilbert, J. A. An examination of organizational trust antecedents [J]. PublicPersonnel Management,1998,83-96
[16]Irving, P. G.&Coleman, D. F. The moderating effect of different forms ofcommitment on role ambiguity-job tension rations [J]. Canadian Journal ofAdministrative Science,2003,2(20),97-106
[17]Ivancevich, J. M.&Matteson, M. T. Stress and work: A managerial perspective
[M]. Scott Foresman,1980,21-25
[18]Kahn, R. L. Organizational stress: Studies in role conflict and ambiguity [M].Oxford, England: John wiley,1964,23-27
[19]Lawler, E.&Hall, D. T. Relationship of job characteristics to job involvement,satisfaction and intrinsic motivation [J]. Journal of Applied Psychology,2001,86,305-312
[20]Lazarus, R. S.&Folkman, S. Stress appraisal and coping process [M]. New York:McGraw-Hill,1984,90-95
[21] Mayer, J. H.&Davis, F. D. An integrative model of organizational trust [J].Academy of Management Review,1995,40-55
[22] McCauley, D. P.&Kuhnert, K. W. A theoretical review and empiricalinvestigation of employee trust in management [J]. Administration Quarterly,1992,132-143
[23] McEvily, B.&Perrone, V. Trust as an organizing principle [J]. OrganizationScience,2003,2(14),85-91
[24] Melean, A. Work stress [M]. Addison-Wesley,1979，129-142
[25] Nyhan, R. C.&Marlowe, H. A. Development and psychometric properties of theorganizational trust inventory [J]. Evaluation Review,1997,614-635
[26] Parker, T. A.&DeCotiis. Organizational determinants of job stress [J]. ElsevierInc,1983,160-165
[27] Rabinowitz, S.&Stumpf, S. A. Facets of role conflict, role-specific performance,and organizational level within the academic career [J]. Journal of VocationalBehavior,1987,72-83
[28] Rebecca, T. Work stressors lead to increased costs, decreased productivity [J].The Colorado Springs Business Journal,2009,1(3)，34-50
[29] Selye, H. The stress of life [M]. New York, US: McGraw-Hill,1956,267-288
[30] Selye, H. Stress in health and disease [M]. Butterworths,1976,593-630
[31] Tan, C. F. Toward the differentiation of trust in supervisor and trust inorganization [J]. Social and General Psychology Monographs,2000,2,(126),241-260
[32] Vokola, M.&Nikolaou, I. Attitudes towards change: what is the role ofemployees stress and commitment?[J]. Employee Relations,2005,2(27),160-174
[33] Weiss, M.&Ellis, K. Myocardial blood flow in congestive and hypertrophiccardiomyopathy: relationship to peak wall stress and mean velocity ofcircumferential fiber shortening [J]. Circulation,1976,2(54):484-494
[34] Zaheer, A. Trust as an organizing principle [J]. Organization Science,2003,91-103
[35]宝贡敏，叙碧祥．组织内部信任理论研究述评[J]．外国经济与管理，2006，12-17
[36]蔡燕．企业新员工工作压力与离职倾向关系研究——以新员工组织支持感为调节变量[D]．硕士学位论文，山东大学，2010
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