社会与工程心理学研究室知识库

员工个体的工作绩效关系到组织管理职能的有效执行，工作绩效及其影响因素一直是组织领域理论研究和管理实践关注的核心问题之一。有关工作绩效的构念己由传统工作绩效拓展成多个方面，其中任务绩效，组织公民行为和反生产行为是诠释工作绩效最常见的三个角度。在工作绩效的影响因素中，心境等情感因素受到越来越多的关注，有研究者提出积极情感因素能够预测工作绩效的积极指标(如组织公民行为)，消极情感因素能够预测工作绩效的消极指标(如反生产行为)，并有学者通过传统的横断面研究支持了这个观点。经验取样法在组织研究中的应用，为动态探索心境一工作绩效关系带来新的思路。本研究基于情感事件理论和压力交互理论在个体内水平(within individual level)探讨:(1)员工早晨的积极一消极心境状态分别对自己当天的工作绩效的影响;(2)员工当天对工作任务的评价对早晨的心境状态一当天的工作绩效关系的中介作用。

本研究采用经验取样法研究设计，以226名全职员工为研究对象，进行了为期两个工作周(共十天)日记法问卷调查。多水平模型数据分析发现:(1)早晨的积极心境状态对员工当天的任务绩效和组织公民行为都有正向预测作用;早晨的消极心境状态可以预测员工当天的反生产行为;(2)员工当天对工作任务的挑战型评价能够部分中介早晨积极心境与当天的任务绩效和早晨积极心境与组织公民行为的关系;员工当天对工作任务的阻碍型评价能够部分中介早晨消极心境与当天的反生产行为的关系。本研究一方面在动态变化中验证了积极消极心境能够分别对不同的工作绩效产生不同的影响;另一方面将压力的交互理论与情感事件理论进行了结合和发展，丰富了我们对于动态变化中的情感因素对工作场所中行为的影响机制的理解和认识。研究结果可以为组织管理情境中改善工作绩效提供理论基础。

In view of its importance to the effectiveness of organizational management, job performance, along with its antecedents, has always been one of the foci in organizational research and management practice. The construct of job performance had evolved from traditional job performance to mufti-facet model, in which task performance, organizational citizenship behaviors(OCB) and counterproductive work behaviors(CWB) arc the most common perspectives. Among the antecedence of job performance, mood and other affective factors, had drawn more and more attentions from the scholars. It's proposed that positive affective factors could predict the positive indicators of job performance (i.e., OCB), negative affective factors could predict the negative indicators of job performance(i.e., CWB). Empirical study using traditional cross-sectional method supported this proposal. The application of Experiencing Sampling Methods in organizational study provided new perspective on exploring the relationship between mood and job performance in dynamics. Eased on Affective Events Theory and transactional theory of stress， the current study aimed to explore: (1) the effect of employee's moods in the morning on job performances respectively; (2) the mediation role of employee's appraisal on job demands in the previous relationship.

A two-workweek survey research using experiencing sampling methods was designed in the current study. A total of 226 full-time employees participated in our research. Multilevel modeling analysis showed: (1) positive mood in the morning can positively predict both task performance and OCR of the same day; negative mood in the morning can positively predict CWT of the same day; (2) employee's challenge appraisal on job demands can partially mediate both the relationships between positive mood in the morning and task performance and the relationships between positive mood in the morning and OCB at the same time, respectively; employee's hindrance appraisal on job demands can partially mediate the relationships between negative mood in the morning and CWB. The current study verified that positive-negative mood can predict different job performances respectively in dynamics on one hand; on the other hand, the integration and development of affective cvents theory and transactional theory of stress broaden our understanding of underlying mechanism of the relationship between affective factors and the behaviors in workplace. The findings could provide theoretical guide to the improvement of job performance in organizational management context.