基于情绪认知评价的员工绩效压力对亲组织非伦理行为的影响研究

摘要

基于情绪认知评价理论,通过对426名企业员工在两个时间点的调查,对员工绩效压力对其亲组织非伦理行为的影响进行了探究.研究结果表明,绩效压力对亲组织非伦理行为存在显著的正向影响;绩效压力通过诱发员工的职场焦虑而使员工做出亲组织非伦理行为;员工的尽责性会正向调节绩效压力对职场焦虑的影响,进而调节绩效压力通过职场焦虑对亲组织非伦理行为之间的间接影响.高尽责性的员工在面临绩效压力时,更会体验到职场焦虑,进而做出亲组织非伦理行为.%Drawing on cognitive appraisal theory of emotion,we put forth that performance pressure suffered by employees can lead to UPB(unethical pro-organizational behavior).By a two-wave field data of 426 employees,we find that (1)performance pressure has a significant positive effect on UPB;(2)performance pressure is indirectly related to UPB through workplace anxiety;(3)conscientiousness positively moderates the relationship between performance pressure and workplace anxiety,and then moderates the indirect effect of performance pressure on employee UPB via workplace anxiety.Employees with higher consciousness are more likely to experience workplace anxiety when being faced with performance pressure,and thus engage in UPB.