Colleagues' Extra Effort， Employees' Performance Goal Orientation and Work Outcomes: The Moderating Role of Organization-based Self-esteem

doi:10.15936/j.cnki.1008-3758.2024.01.005

Abstract

Abstract: Colleagues' extra effort is an important factor in triggering workplace social comparisons and influencing employee behavior and attitudes. Based on social comparison theory and from the perspective of others， the research methods of scenario experiments and two-point questionnaire survey were used to explores the mechanism of the effect of colleagues' extra effort on employee performance goal orientation， work engagement， and job burnout. The results show that colleagues' extra effort affects employees' performance-approach goal orientation and performance-avoidance goal orientation， thereby affecting work engagement and job burnout. For employees with higher organization-based self-esteem， colleagues' extra effort tend to activate performance-approach goal orientation， suppress performance-avoidance goal orientation， and thereby increase work engagement and alleviate job burnout.

Key words: colleagues' extra effort; work engagement; job burnout; organization-based self-esteem; social comparison theory

CLC Number:

F272.92

ZHAO Chen， LIN Chen， ZHOU Jinlai. Colleagues' Extra Effort， Employees' Performance Goal Orientation and Work Outcomes: The Moderating Role of Organization-based Self-esteem[J]. Journal of Northeastern University(Social Science), 2024, 26(1): 43-53.

References

[1]朱悦蘅，王凯军. 数字劳工过度劳动的逻辑生成与治理机制［J］. 社会科学， 2021(7):59-69.
[2]厉杰，鲁宁宁，韩雪. 新员工反馈寻求会促进角色外行为的产生吗?自我效能与正向框架的作用［J］. 中国人力资源开发， 2019，36(2):47-62.
[3]蒋昀洁，钱佳蓉，唐立健，等. 拒绝“内卷”:团队人际关系、工作需求创新对和谐型激情的作用机制［J］. 企业经济， 2021，40(3):53-63.
[4]Blickle G，Witzki A，Schneider P. Self-initiated mentoring and career success: a predictive field study［J］. Journal of Vocational Behavior， 2009，74(1):94-101.
[5]Frese M，Fay D. Personal initiative: an active performance concept for work in the 21st century［J］. Research in Organizational Behavior， 2001，23(2):133-187.
[6]Baer M，Frese M. Innovation is not enough: climates for initiative and psychological safety， process innovations， and firm performance［J］. Journal of Organizational Behavior， 2003，24(1):45-68.
[7]Sun J，Li W，Li Y，et al. Unintended consequences of being proactive? linking proactive personality to coworker envy， helping， and undermining， and the moderating role of prosocial motivation［J］. Journal of Applied Psychology， 2021，106(1):250-267.
[8]Parker S，Wang Y L，Liao J. When is proactivity wise? a review of factors that influence the individual outcomes of proactive behavior［J］. Annual Review of Organizational Psychology and Organizational Behavior， 2019，6(4):221-248.
[9]张颖，段锦云，王甫希，等. “近朱者赤”: 同事主动行为如何激发员工动机和绩效［J］. 心理学报， 2022，54(5):516-528.
[10]McClean E，Collins C. High-commitment HR practices， employee effort， and firm performance: investigating the effects of HR practices across employee groups within professional services firms［J］. Human Resource Management， 2011，50(3):341-363.
[11]Collins R. For better or worse: the impact of upward social comparison on self-evaluations［J］. Psychological Bulletin， 1996，119(1):51-69.
[12]Bandura A. Social learning theory of aggression［J］. The Journal of Communication， 1978，28(3):12-29.
[13]Maslach C，Schaufeli W，Leiter M. Job burnout［J］. Annual Review of Psychology， 2001，52(2):397-422.
[14]Elliot A J，McGregor H A. A 2×2 achievement goal framework［J］. Journal of Personality and Social Psychology， 2001，80(3):501-519.
[15]Wood J. What is social comparison and how should we study it?［J］. Personality and Social Psychology Bulletin， 1996，22(5):520-537.
[16]Dickhuser O，Janke S，Daumiller M，et al. Motivational school climate and teachers' achievement goal orientations: a hierarchical approach［J］. British Journal of Educational Psychology， 2020，91(1):1-18.
[17]Norman S，Gardner D，Pierce J. Leader roles， organization-based self-esteem， and employee outcomes［J］. Leadership & Organization Development Journal， 2015，36(3):253-270.
[18]Neves P，Pires D，Costa S. Empowering to reduce intentions to resist future change: organization-based self-esteem as a boundary condition［J］. British Journal of Management， 2020，32(1):1-12.
[19]Daumiller M，Zarrinabadi N. “My goal is to do the best that I can in this class”: relevance of potential-based achievement goals for intrinsic motivation and course performance［J］. International Journal of Psychology， 2021，56(6):934-940.
[20]van Dam A，Noordzij G，Born M. Thriving under uncertainty: the effect of achievement goal orientation on job insecurity and flourishing［J］. Social Indicators Research， 2020，150(1):659-678.
[21]Pierce J，Gardner D，Cummings L，et al. Organization-based self-esteem: construct definition， measurement， and validation［J］. Academy of Management Journal， 1989，32(3):622-648.
[22]Schaufeli W，Salanova M. The measurement of work engagement with a short questionnaire a cross-national study［J］. Educational and Psychological Measurement， 2006，66(4):701-716.
[23]Pflügner K，Maier C，Weitzel T. The direct and indirect influence of mindfulness on techno-stressors and job burnout: a quantitative study of white-collar workers［J］. Computers in Human Behavior， 2020，115(4):106566.
[24]Srivastava S，Chandra S，Shirish A. Technostress creators and job outcomes: theorising the moderating influence of personality traits［J］. Information Systems Journal， 2015，25(1):355-401.
[25]李超平，时勘. 分配公平与程序公平对工作倦怠的影响［J］. 心理学报， 2003，35(5):677-684.
[26]李玲玲，黄桂. 组织中个体主动性行为“利与弊”［J］. 心理科学进展， 2021，29(8):1-13.
[27]O'Connor E，Crowley-Henry M. Exploring the relationship between exclusive talent management， perceived organizational justice and employee engagement: bridging the literature［J］. Journal of Business Ethics， 2019，156(1):903-917.
[28]王淑红，胡芊郁，张利闪. 不合规任务对工作投入的双刃剑效应研究［J］. 技术经济， 2023，42(2):166-175.