工作重塑视角下完美主义对工作绩效的影响——职场友谊和职场排斥的调节作用*

Ni Xudong; Wang Tingting; Zhu Xingkui

doi:10.16719/j.cnki.1671-6981.20240320

PDF(934 KB)

心理科学 ›› 2024, Vol. 47 ›› Issue (3) : 671-679. DOI: 10.16719/j.cnki.1671-6981.20240320

社会、人格与管理

工作重塑视角下完美主义对工作绩效的影响——职场友谊和职场排斥的调节作用^*

倪旭东^**, 王婷婷, 朱星魁

作者信息 +

The Impact of Perfectionism on Job Performance from the Perspective of Job Crafting: The Moderating Role of Workplace Friendship and Workplace Ostracism

Ni Xudong, Wang Tingting, Zhu Xingkui

Author information +

文章历史 +

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.

导出引用

倪旭东, 王婷婷, 朱星魁. 工作重塑视角下完美主义对工作绩效的影响——职场友谊和职场排斥的调节作用^*[J]. 心理科学. 2024, 47(3): 671-679 https://doi.org/10.16719/j.cnki.1671-6981.20240320

Ni Xudong, Wang Tingting, Zhu Xingkui. The Impact of Perfectionism on Job Performance from the Perspective of Job Crafting: The Moderating Role of Workplace Friendship and Workplace Ostracism[J]. Journal of Psychological Science. 2024, 47(3): 671-679 https://doi.org/10.16719/j.cnki.1671-6981.20240320

参考文献

[1] 胡恩华, 胡京京, 单红梅, 张毛龙. (2020). 基于工会实践调节效应的高绩效工作系统归因对反生产行为的影响研究. 管理学报, 17(6), 833-842.
[2] 肖金岑, 全静, 章璐璐, 卿涛. (2020). 中国组织情境中职场友谊对任务绩效的影响研究. 软科学, 34(11), 117-122.
[3] Ayub A., Sultana F., Iqbal S., Abdullah M., & Khan N. (2021). Coping with workplace ostracism through ability-based emotional intelligence. Journal of Organizational Change Management, 34(5), 969-989.
[4] Baer, M., & Shaw, J. D. (2017). Falling in love again with what we do: Academic craftsmanship in the management sciences. Academy of Management Journal, 60(4), 1213-1217.
[5] Berman E. M., West J. P., & Richter M. N., Jr. (2002). Workplace relations: Friendship patterns and consequences (according to managers). Public Administration Review, 62(2), 217-230.
[6] Boehnlein, P., & Baum, M. (2022). Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture. The International Journal of Human Resource Management, 33(4), 647-685.
[7] Borman, W. C., & Motowidlo, S. M. (1993). Expanding the criterion domain to include elements of contextual performance. In Personnel selection in organizations (pp. 71-89). Psychology Faculty Publications.
[8] Bruning, P. F., & Campion, M. A. (2018). A role-resource approach-avoidance model of job crafting: A multimethod integration and extension of job crafting theory. Academy of Management Journal, 61(2), 499-522.
[9] Calissano C., Haenschel C., Flaxman P. E., & Zernerova L. (2021). Influence of perfectionism on short-term anxious reactivity to a social-evaluative stressor. Personality and Individual Differences, 173, Article 110626.
[10] Ceylan G., Kolsarici C., & MacInnis D. J. (2022). Perfectionism paradox: Perfectionistic concerns (not perfectionistic strivings) affect the relationship between perceived risk and choice. Journal of Consumer Behaviour, 21(4), 880-895.
[11] Chandrasekara, W. S. (2019). The effect of transformational leadership style on employees Job satisfaction and job performance: A case of apparel manufacturing Industry in Sri Lanka. International Journal of Economics, Commerce and Management, 7(7), 385-393.
[12] Curran, T., & Hill, A. P. (2019). Perfectionism is increasing over time: A meta-analysis of birth cohort differences from 1989 to 2016. Psychological Bulletin, 145(4), 410-429.
[13] Deuling, J. K., & Burns, L. (2017). Perfectionism and work-family conflict: Self-esteem and self-efficacy as mediator. Personality and Individual Differences, 116, 326-330.
[14] Ferris D. L., Brown D. J., Berry J. W., & Lian H. W. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348-1366.
[15] Ferris D. L., Lian H. W., Brown D. J., & Morrison R. (2015). Ostracism, self-esteem, and job performance: When do we self-verify and when do we self-enhance? Academy of Management Journal, 58(1), 279-297.
[16] Frost R. O., Marten P., Lahart C., & Rosenblate R. (1990). The dimensions of perfectionism. Cognitive Therapy and Research, 14(5), 449-468.
[17] Harari D., Swider B. W., Steed L. B., & Breidenthal A. P. (2018). Is perfect good? A meta-analysis of perfectionism in the workplace. Journal of Applied Psychology, 103(10), 1121-1144.
[18] Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
[19] Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology, 50(3), 337-421.
[20] Hobfoll S. E., Halbesleben J., Neveu J. P., & Westman M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
[21] Horney, K. (1950). The tyranny of the should. Neurosis and Human Growth. The Struggle Towards Self Realisation, 64-85.
[22] Hrabluik C., Latham G. P., & McCarthy J. M. (2012). Does goal setting have a dark side? The relationship between perfectionism and maximum versus typical employee performance. International Public Management Journal, 15(1), 5-38.
[23] Hsu F. S., Liu Y. A., & Tsaur S. H. (2019). The impact of workplace bullying on hotel employees' well-being: Do organizational justice and friendship matter? International Journal of Contemporary Hospitality Management, 31(4), 1702-1719.
[24] Lee K., Kim E., Bhave D. P., & Duffy M. K. (2016). Why victims of undermining at work become perpetrators of undermining: An integrative model. Journal of Applied Psychology, 101(6), 915-924.
[25] Madigan, D. J. (2019). A meta-analysis of perfectionism and academic achievement. Educational Psychology Review, 31(4), 967-989.
[26] Madigan D. J., Stoeber J., & Passfield L. (2017). Perfectionism and training distress in junior athletes: A longitudinal investigation. Journal of Sports Sciences, 35(5), 470-475.
[27] Mahmoodi-Shahrebabaki, M. (2017). The effect of perfectionism on burnout among English language teachers: The mediating role of anxiety. Teachers and Teaching, 23(1), 91-105.
[28] Nielsen I. K., Jex S. M., & Adams G. A. (2000). Development and validation of scores on a two-dimensional workplace friendship scale. Educational and Psychological Measurement, 60(4), 628-643.
[29] Ocampo A. C. G., Wang L., Kiazad K., Restubog S. L. D., & Ashkanasy N. M. (2020). The relentless pursuit of perfectionism: A review of perfectionism in the workplace and an agenda for future research. Journal of Organizational Behavior, 41(2), 144-168.
[30] Petrou, P., & Xanthopoulou, D. (2021). Interactive effects of approach and avoidance job crafting in explaining weekly variations in work performance and employability. Applied Psychology, 70(3), 1345-1359.
[31] Rich B. L., Lepine J. A., & Crawford E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.
[32] Seppälä P., Harju L., & Hakanen J. J. (2020). Interactions of approach and avoidance job crafting and work engagement: A comparison between employees affected and not affected by organizational changes. International Journal of Environmental Research and Public Health, 17(23), Article 9084.
[33] Shafique I., Qammar A., Kalyar M. N., Ahmad B., & Mushtaq A. (2021). Workplace ostracism and deviant behaviour among nurses: A parallel mediation model. Journal of Asia Business Studies, 15(1), 50-71.
[34] Smith M. M., Sherry S. B., Ray C., Hewitt P. L., & Flett G. L. (2021). Is perfectionism a vulnerability factor for depressive symptoms, a complication of depressive symptoms, or both? A meta-analytic test of 67 longitudinal studies. Clinical Psychology Review, 84, Article 101982.
[35] Smith M. M., Sherry S. B., Vidovic V., Saklofske D. H., Stoeber J., & Benoit A. (2019). Perfectionism and the five-factor model of personality: A meta-analytic review. Personality and Social Psychology Review, 23(4), 367-390.
[36] Stoeber, J., & Otto, K. (2006). Positive conceptions of perfectionism: Approaches, evidence, challenges. Personality and Social Psychology Review, 10(4), 295-319.
[37] Stoeber J., Davis C. R., & Townley J. (2013). Perfectionism and workaholism in employees: The role of work motivation. Personality and Individual Differences, 55(7), 733-738.
[38] Stricker J., Buecker S., Schneider M., & Preckel F. (2020). Intellectual giftedness and multidimensional perfectionism: A meta-analytic review. Educational Psychology Review, 32(2), 391-414.
[39] Tims M., Bakker A. B., & Derks D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173-186.
[40] Vansteenkiste M., Smeets S., Soenens B., Lens W., Matos L., & Deci E. L. (2010). Autonomous and controlled regulation of performance-approach goals: Their relations to perfectionism and educational outcomes. Motivation and Emotion, 34(4), 333-353.
[41] Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. The Academy of Management Review, 26(2), 179-201.
[42] Yan C. H., Ni J. J., Chien Y. Y., & Lo C. F. (2021). Does workplace friendship promote or hinder hotel employees' work engagement? The role of role ambiguity. Journal of Hospitality and Tourism Management, 46, 205-214.
[43] Yu S. X., Wu N., Liu S. S., & Gong X. X. (2021). Job insecurity and employees' extra-role behavior: Moderated mediation model of negative emotion and workplace friendship. Frontiers in Psychology, 12, Article 631062.
[44] Zhang, F. F., & Parker, S. K. (2019). Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review. Journal of Organizational Behavior, 40(2), 126-146.