领导“积极”的挑战性压力为何对员工创造力产生“消极”的影响?

摘要/Abstract

摘要： 挑战性压力会激发出个体的积极应对,可是当团队中的领导面临挑战性压力时,他们对此类压力的反应将如何影响下属员工的创造力表现?通过引入压力下外显监控理论,基于对某世界五百强企业202个团队的领导及对应团队中985个员工分三阶段的调研,本研究发现领导在挑战性压力下会降低对员工的授权行为,继而阻碍员工的创造力表现。此外,领导对上尽责会显著强化上述中介效应;而领导对下尽责并不能削弱上述中介效应。本文将工作压力的作用研究从围绕个体本身拓展到了领导与下属关系层次,对挑战性压力的人际负面效应提供了情境和证据。研究发现对组织中有关工作压力与创造力的理论研究和管理实践均具有重要启示意义。

关键词: 挑战性压力, 领导授权, 创造力, 多层次模型

Abstract: While challenge stress has received considerable attention in the literature, current researches generally investigate the positive results of challenge stress on employees themselves but seldom concentrate on its negative results. In fact, good stress for individuals is likely to have a bad influence on others through interpersonal interactions-particularly among unequal leader-member relations. Based on the explicit monitoring theory, leaders may become self-focused under challenge stress, immersing themselves in the coping process of self-participation but ignoring the autonomy of subordinates when they advance work. We introduce this theory to propose that challenge stress undertook by leaders would decrease their empowering behaviors, thus adversely affecting subordinates' creativity. A large-scale investigation survey is conducted by three stages to branch teams of a world's top-500 company located in China's eastern cities of an environment in need of employees' creativity. This paper reveals the process about how team leaders' challenge stress brings negative effects on employees' creativity by the mechanism of leader's empowering behaviors. Moderating effects of leaders' accountability to superiors on the above mediating effect are verified, while the moderating role of leaders' accountability to inferiors is not found. This paper expands the research on the role of work stress from the intra-person effect on oneself to the interpersonal impact of leaders on subordinates, and has implications for the theoretical research and management practice of work stress and creativity in organizations.

Key words: challenge stress, empowering behavior, creativity, multilevel modeling

李姜锦, 刘春林, 李虎. 领导“积极”的挑战性压力为何对员工创造力产生“消极”的影响?[J]. 管理评论, 2023, 35(7): 199-208.

Li Jiangjin, Liu Chunlin, Li Hu. Leading Poorly under Challenge Stress? Indirect Influence of Team Leader's Challenge Stress on Subordinates' Creativity[J]. Management Review, 2023, 35(7): 199-208.

参考文献

[1] Zhang Y., Zhang Y., Ng T. W. H., et al. Promotion and Prevention-Focused Coping:A Meta-Analytic Examination of Regulatory Strategies in the Work Stress Process[J]. Journal of Applied Psychology, 2019,104(10):1296-1323
[2] Cavanaugh M. A., Boswell W. R., Roehling M. V., et al. An Empirical Examination of Self-Reported Work Stress among U.S. Managers[J]. Journal of Applied Psychology, 2000,85(1):65-74
[3] Lepine J. A., Podsakoff N. P., Lepine M. A. A Meta-analytic Test of the Challenge Stressor-Hindrance Stressor Framework:An Explanation for Inconsistent Relationships among Stressors and Performance[J]. Academy of Management Journal, 2005,48(5):764-775
[4] Rosen C. C., Dimotakis N., Cole M. S., et al. When Challenges Hinder:An Investigation of When and How Challenge Stressors Impact Employee Outcomes[J]. Journal of Applied Psychology, 2020,105(10):1181-1206
[5] Prem R., Ohly S., Kubicek B., et al. Thriving on Challenge Stressors?Exploring Time Pressure and Learning Demands as Antecedents of Thriving at Work[J]. Journal of Organizational Behavior, 2017,38(1):108-123
[6] Wang Z., Ren S., Meng L. High-Performance Work Systems and Thriving at Work:The Role of Cognitive Appraisal and Servant Leadership[J]. Personnel Review, 2022,51(7):1749-1771
[7] Schilbach M., Baethge A., Rigotti T. Do Challenge and Hindrance Job Demands Prepare Employees to Demonstrate Resilience?[J]. Journal of Occupational Health Psychology, 2021,26(3):155-174
[8] Min H., Kim H. J., Lee S.B. Extending the Challenge-Hindrance Stressor Framework:The Role of Psychological Capital[J]. International Journal of Hospitality Management, 2015,50(9):105-114
[9] Webster J. R., Beehr T. A., Christiansen N. D. Toward a Better Understanding of the Effects of Hindrance and Challenge Stressors on Work Behavior[J]. Journal of Vocational Behavior, 2010,76(1):68-77
[10] Kim M., Beehr T. A. Thriving on Demand:Challenging Work Results in Employee Flourishing through Appraisals and Resources[J]. International Journal of Stress Management, 2020,27(2):111-125
[11] Lazarus R. S., Folkman S. Stress, Appraisal and Coping[M]. New York:Springer, 1984
[12] Mazzola J. J., Disselhorst R. Should We be"Challenging "Employees?:A Critical Review and Meta-Analysis of the Challenge-Hindrance Model of Stress[J]. Journal of Organizational Behavior, 2019,40(8):949-961
[13] Baumeister R. F. Choking under Pressure:Self-Consciousness and Paradoxical Effects of Incentives on Skillful Performance[J]. Journal of Personality and Social Psychology, 1984,46(3):610-620
[14] 冯明,闫敏.企业组织绩效管理问责制与绩效管理有效性:多层次线性模型的分析[J].管理工程学报, 2017,31(4):26-33
[15] De Dreu C. K., Nijstad B. A., Van K. D. Motivated Information Processing in Group Judgment and Decision Making[J]. Personality&Social Psychology Review, 2008,12(1):22-49
[16] Rus D., Van Knippenberg D., Wisse B. Leader Power and Self-Serving Behavior:The Moderating Role of Accountability[J]. Leadership Quarterly, 2012,23(1):13-26
[17] 李宗波,李锐.挑战性-阻碍性压力源研究述评[J].外国经济与管理, 2013,35(5):40-49
[18] Crawford E. R., Lepine J. A., Rich B. L. Linking Job Demands and Resources to Employee Engagement and Burnout:A Theoretical Extension and Meta-Analytic Test[J]. Journal of Applied Psychology, 2010,95(5):834-848
[19] Rodell J. B., Judge T. A. Can" Good "Stressors Spark" Bad "Behaviors?The Mediating Role of Emotions in Links of Challenge and Hindrance Stressors with Citizenship and Counterproductive Behaviors[J]. Journal of Applied Psychology, 2009,94(6):1438-1451
[20] Driskell J. E., Salas E., Johnston J. Does Stress Lead to a Loss of Team Perspective?[J]. Group Dynamics Theory Research&Practice, 1999,3(4):291-302
[21] Ellis A. P. J. System Breakdown:The Role of Mental Models and Transactive Memory in the Relationship between Acute Stress and Team Performance[J]. Academy of Management Journal, 2006,49(3):576-589
[22] Zhang Y., Lepine J. A., Buckman B. R., et al. It's not Fair, or Is It?The Role of Justice and Leadership in Explaining Work Stressor-Job Performance Relationships[J]. Academy of Management Journal, 2014,57(3):675-697
[23] Yu R. Choking under Pressure:The Neuropsychological Mechanisms of Incentive-Induced Performance Decrements[J]. Frontiers in Behavioral Neuroscience, 2015,9(19):1-8
[24] Adams J. B., Dust S. B., Piccolo R. F. Approaches to Minimize Choking under Pressure[M]//Dubrin A.(Ed.) Handbook of Research on Crisis Leadership in Organizations. Cheltenham, UK;Narthampton, MA:Edward Elgar Publishing, 2013
[25] Nesse S., Stensaker I. G. Coping, Not Choking, under the Pressure of a Terrorist Attack:A Crisis Leadership Coping Model[J]. The Journal of Applied Behavioral Science, 2021,(12):1-33
[26] 彭艳芳,任杰.基于Web of Science的" Choking"研究热点演化分析[J].中国体育科技, 2021,57(5):52-61
[27] Ogawa A., Sekiya H. Effects of Practice and Psychological Pressure on Interpersonal Coordination Failures[J]. Perceptual and Motor Skills, 2016,122(3):956-970
[28] Li N., Chiaburu D. S., Kirkman B. L. Cross-Level Influences of Empowering Leadership on Citizenship Behavior Organizational Support Climate as a Double-Edged Sword[J]. Journal of Management, 2017,43(4):1076-1102
[29] Kirkman B. L., Rosen B. Beyond Self-Management:Antecedents and Consequences of Team Empowerment[J]. Academy of Management Journal, 1999,42(1):58-74
[30] Fisher C. M., Amabile T. M., Pillemer J. How to Help (without Micromanaging)[J]. Harvard Business Review, 2021,99(1):123-127
[31] Hambrick D. C., Finkelstein S., Mooney A. C. Executives Sometimes Lose It, Just Like the Rest of Us[J]. Academy of Management Review, 2005,30(3):503-508
[32] Hambrick D. C., Finkelstein S., Mooney A. C. Executive Job Demands:New Insights for Explaining Strategic Decisions and Leader Behaviors[J]. Academy of Management Review, 2005,30(3):472-491
[33] Griffin M. A., Grote G. When Is More Uncertainty Better?A Model of Uncertainty Regulation and Effectiveness[J]. Academy of Management Review, 2020,45(4):745-765
[34] Cheonga M., Yammarinob F. J., Dionneb S. D., et al. A Review of the Effectiveness of Empowering Leadership[J]. The Leadership Quarterly, 2019,30(1):34-58
[35] Lee A., Willis S., Tian A. W. Empowering Leadership:A Meta-Analytic Examination of Incremental Contribution, Mediation, and Moderation[J]. Journal of Organizational Behavior, 2018,39(3):306-325
[36] Zhang X., Bartol K. M. Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement[J]. Academy of Management Journal, 2010,53(1):107-128
[37] Zhang S., Ke X., Wang X. H. F., et al. Empowering Leadership and Employee Creativity:A Dual-Mechanism Perspective[J]. Journal of Occupational&Organizational Psychology, 2018,91(4):896-917
[38] 孙圣兰,吕洁.授权型领导对员工创造力的影响:基于整合视角的分析[J].研究与发展管理, 2016,28(4):117-125
[39] Harris T. B., Li N., Boswell W. R., et al. Getting What's New from Newcomers:Empowering Leadership, Creativity, and Adjustment in the Socialization Context[J]. Personnel Psychology, 2014,67(3):567-604
[40] Lerner J. S., Tetlock P. E. Accounting for the Effects of Accountability[J]. Psychological Bulletin, 1999,125(2):255-275
[41] Giessner S. R., Van Knippenberg D., Van Ginkel W. P., et al. Team-Oriented Leadership:The Interactive Effects of Leader Group Prototypicality, Accountability, and Team Identification[J]. Journal of Applied Psychology, 2013,98(4):658-667
[42] 蔡亚华,贾良定,万国光.变革型领导与员工创造力:压力的中介作用[J].科研管理, 2015,36(8):112-119
[43] Lepine M. A., Zhang Y., Rich B., et al. Turning Their Pain to Gain:Charismatic Leader Influence on Follower Stress Appraisal and Job Performance[J]. Academy of Management Journal, 2016,59(3):1036-1059
[44] Tierney P., Farmer S. M., Graen G. B. An Examination of Leadership and Employee Creativity:The Relevance of Traits and Relationships[J]. Personnel Psychology, 1999,52(3):591-620
[45] Hu J., Liden R. C. Making a Difference in the Teamwork:Linking Team Prosocial Motivation to Team Processes and Effectiveness[J]. Academy of Management Journal, 2014,58(4):1102-1027
[46] 孙健敏,陈乐妮,尹奎.挑战性压力源与员工创新行为:领导-成员交换与辱虐管理的作用[J].心理学报, 2018,50(4):436-449
[47] Liao H., Liu D., Loi R. Looking at Both Sides of the Social Exchange Coin:A Social Cognitive Perspective on the Joint Effects of Relationship Quality and Differentiation on Creativity[J]. Academy of Management Journal, 2010,53(5):1090-1109
[48] Mascareno J., Rietzschel E., Wisse B. Leader-Member Exchange (LMX) and Innovation:A Test of Competing Hypotheses[J]. Creativity and Innovation Management, 2020,29(3):495-511
[49] Spector P. E., Brannick M. T. Common Method Issues:An Introduction to the Feature Topic in Organizational Research Methods[J]. Organizational Research Methods, 2010,13(3):403-406
[50] Greenwald A. G., Poehlman T. A., Uhlmann E. L., et al. Understanding and Using the Implicit Association Test:III. Meta-Analysis of Predictive Validity[J]. Journal of Personality and Social Psychology, 2009,97(1):17-41
[51] Decoster S., Stouten J., Camps J., et al. The Role of Employees' OCB and Leaders' Hindrance Stress in the Emergence of Self-Serving Leadership[J]. The Leadership Quarterly, 2014,25(4):647-659
[52] 严紫瑜,汤旭,付景涛.你的压力不该我来背:领导绩效压力对员工不合规任务感知的影响[J].中国人力资源开发, 2021,38(2):71-83
[53] 张捷,聂琦,王震.领导高绩效要求对员工绩效的"双刃剑"效应:压力认知评价理论视角[J].华南师范大学学报(社会科学版), 2020,(6):142-157
[54] 韩平,刘向田,陈雪.企业员工组织信任、心理安全和工作压力的关系研究[J].管理评论, 2017,29(10):108-119