摘要
本研究基于工作重塑的视角,构建了完美主义与工作绩效之间的关系模型,并加入职场排斥和职场友谊作为调节变量.结果发现:奋斗型完美主义对工作绩效有正向影响;担忧型完美主义对工作绩效有负向影响;奋斗型完美主义通过趋近型工作重塑正向影响工作绩效;担忧型完美主义通过回避型工作重塑负向影响工作绩效;职场友谊和职场排斥起到调节作用.上述结果揭示了完美主义和工作绩效之间的黑箱.
Abstract
Nowadays,the competition between people has become increasingly fierce.Most people are encouraged to pursue perfection at work,which leads to the rise of perfectionism and a wave of research on perfectionism.According to the two-factor model of perfectionism,it can be divided into striving perfectionism and worrying perfectionism.Perfectionism is very common in work,and different types of perfectionism have different effects on job performance.However,the current research on perfectionism is mainly concentrated in the fields of physical education,education,medicine,and so on.There are a few studies on perfectionism in the field of organization.Therefore,in order to expand the relevant research,this paper explores the process mechanism between perfectionism and job performance based on the perspective of job crafting.This research takes corporate employees as the main body and uses two questionnaire survey methods online and offline to collect data.All items are self-evaluated by employees.In order to reduce the deviation of the same origin,this study adopts an anonymous questionnaire method,and conducts the survey in three time periods.In the first wave,150 questionnaires were collected offline.In the second wave,150 questionnaires were collected offline,and in the third wave,200 questionnaires were collected online.A total of 500 questionnaires were distributed.After excluding invalid questionnaires,a total of 377 valid questionnaires remained.This study uses SPSS 22.0 and AMOS 21.0 for data analysis.The results showed that,perfectionistic strivings had a positive impact on job performance;perfectionistic concerns had a negative effect on job performance;perfectionistic strivings positively affected job performance through approach job crafting;perfectionistic concerns negatively affected work performance through avoidance job crafting;workplace friendship negatively moderated the relationship between perfectionistic strivings and approach job crafting;and workplace ostracism positively moderated the relationship between perfectionistic concerns and avoidance job crafting.Based on the perspective of job crafting,this research explores the impact mechanism of perfectionism on job performance and enriches the research of perfectionism in the field of organizational behavior.The research results reveal the internal mechanism between perfectionism and work performance,which enrich the relevant understanding of job crafting.It proves that employees of different types of perfectionism will take different behaviors,which in turn has different effects on performance.Besides,this paper adds workplace friendship and workplace ostracism as boundary conditions.The results showed that workplace friendships negatively moderate the relationship between perfectionistic strivings and approach job crafting.However,workplace ostracism positively moderates the relationship between perfectionistic concerns and avoidance job crafting.The findings broaden the research on workplace exclusion and workplace friendship,and further the understandings of the contextual adjustment of job remodeling.At the same time,on the organizational level,practical advice is provided for organizations to evaluate the perfectionism of employees and treat different types of perfectionists in different ways to help everyone realize their self-worth.Additionally,it is necessary to give employees a certain degree of autonomy,so that employees can actively change their work according to their own abilities and requirements.
基金项目
国家自然科学基金(72174182)
教育部人文社会科学研究项目(16YJA630039)
浙江省教育厅高等学校重大人文社会科学研究项目(2021QN059)
NETL
NSTL
万方数据