管理评论

管理评论 ›› 2026, Vol. 38 ›› Issue (4): 170-181.

• 组织行为与人力资源管理 • 上一篇    

绩效压力与员工出勤主义：威权领导和独立型自我建构的联合效应

付景涛1, 张丝怡1, 贺琦2   

  1. 1. 海南大学国际商学院, 海口 570228;
    2. 桂林理工大学商学院, 桂林 541004
  • 收稿日期:2023-10-16 发布日期:2026-05-14
  • 作者简介:付景涛，海南大学国际商学院教授，博士生导师，博士；张丝怡，海南大学国际商学院硕士研究生；贺琦（通讯作者），桂林理工大学商学院副教授，博士。
  • 基金资助:
    国家社会科学基金一般项目（21BGL147）。

How Performance Pressure Shapes Employee Presenteeism: The Interaction between Authoritarian Leadership and Independent Self-construals

Fu Jingtao1, Zhang Siyi1, He Qi2   

  1. 1. International Business School, Hainan University, Haikou 570228;
    2. Business School, Guilin University of Technology, Guilin 541004
  • Received:2023-10-16 Published:2026-05-14

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摘要： 受社会环境剧烈变化和市场竞争日益激烈的影响，组织倾向于向下传递生存压力，致使员工面临更为繁重的工作任务和更高的绩效要求，难以平衡身体状况与绩效要求之间的关系，加剧了“带病工作”现象的普遍性。绩效压力背后具有复杂的外在动机，而相关研究忽视了运用自我决定理论的外在动机进行解释。本研究依据自我决定理论，通过478份两时点问卷调查数据探究了在绩效压力目标导向性和威权领导威胁性的综合情境下，员工出勤主义背后的外在动机及其边界条件。结果表明：绩效压力对员工出勤主义具有显著正向影响；威权领导会强化绩效压力对员工出勤主义的正向影响；独立型自我建构会弱化威权领导对绩效压力与员工出勤主义之间关系的增强型调节作用。本研究结合组织情境与个体特质拓展了自我决定理论对出勤主义的解释力，为企业如何管理员工出勤主义提供了新的见解。

关键词: 绩效压力, 出勤主义, 威权领导, 独立型自我建构, 自我决定理论

Abstract: Driven by drastic changes in the social environment and increasingly fierce market competition, organizations tend to pass survival pressure downward, leaving employees with heavier workloads and higher performance requirements. As a result, employees often find it difficult to strike a balance between personal health and work performance, ending up having to working while ill. Performance pressure is inherently associated with complex forms of extrinsic motivation, yet existing research has largely overlooked explanations based on extrinsic motivation within the framework of Self-determination Theory. Drawing on Self-determination Theory, this research investigates the extrinsic motivational mechanisms underlying employee presenteeism and its boundary conditions under the combined context of the goal orientation embedded in performance pressure and the threatening nature of authoritarian leadership. Using two-wave questionnaire survey data from 478 leader-employee pairing samples, the findings indicate that performance pressure significantly increases employee presenteeism, authoritarian leadership further enhances this relationship, while independent self-construals weakens the enhanced moderating effect of authoritarian leadership. By integrating organizational contexts and individual characteristics, this research extends the explanatory power of Self-determination Theory in the domain of presenteeism and provides new insights for organizational management of presenteeism.

Key words: performance pressure, presenteeism, authoritarian leadership, independent self-construals, Self-determination Theory (SDT)