{"title":"你收到邮件了!工作电子邮件活动如何帮助焦虑的员工提高绩效","authors":"Bonnie Hayden Cheng , Yaxian Zhou , Fangyuan Chen","doi":"10.1016/j.jvb.2023.103881","DOIUrl":null,"url":null,"abstract":"<div><p>Despite workplace anxiety being a common experience of daily work life that is increasingly reliant on technology, we lack knowledge of technology-based job demands that prompt its occurrence. Drawing on theorization on workplace anxiety and integrating literature on information and communication technologies, we consider telepressure and normative response pressure as internal and external between-person sources of daily workplace anxiety. We further present a model of how employees adaptively (vs. maladaptively) respond to workplace anxiety on days they experience workplace anxiety, where anxiety prompts: (a) work e-mail activity, a self-regulatory behavior facilitating performance outcomes; and (b) non-work e-mail activity, a behavior that disengages employees from their work, debilitating performance outcomes. Utilizing a multilevel, time-lagged experience sampling field study across 10 workdays (Level 1 <em>N</em> = 809; Level 2 <em>N</em> = 96), we identify telepressure as a significant contributor of daily workplace anxiety. Further, we found support for an adaptive function of workplace anxiety. On days employees experienced workplace anxiety, their personal initiative and citizenship behaviors were enhanced through behavioral regulatory activity manifested in work e-mail activity. This indirect effect was strengthened for employees perceiving higher (vs. lower) work e-mail centrality. This research advances understanding of the adaptive function of workplace anxiety, such that employees are active drivers of their daily experiences of workplace anxiety.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":null,"pages":null},"PeriodicalIF":5.2000,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"You've got mail! How work e-mail activity helps anxious workers enhance performance outcomes\",\"authors\":\"Bonnie Hayden Cheng , Yaxian Zhou , Fangyuan Chen\",\"doi\":\"10.1016/j.jvb.2023.103881\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>Despite workplace anxiety being a common experience of daily work life that is increasingly reliant on technology, we lack knowledge of technology-based job demands that prompt its occurrence. Drawing on theorization on workplace anxiety and integrating literature on information and communication technologies, we consider telepressure and normative response pressure as internal and external between-person sources of daily workplace anxiety. We further present a model of how employees adaptively (vs. maladaptively) respond to workplace anxiety on days they experience workplace anxiety, where anxiety prompts: (a) work e-mail activity, a self-regulatory behavior facilitating performance outcomes; and (b) non-work e-mail activity, a behavior that disengages employees from their work, debilitating performance outcomes. Utilizing a multilevel, time-lagged experience sampling field study across 10 workdays (Level 1 <em>N</em> = 809; Level 2 <em>N</em> = 96), we identify telepressure as a significant contributor of daily workplace anxiety. Further, we found support for an adaptive function of workplace anxiety. On days employees experienced workplace anxiety, their personal initiative and citizenship behaviors were enhanced through behavioral regulatory activity manifested in work e-mail activity. This indirect effect was strengthened for employees perceiving higher (vs. lower) work e-mail centrality. This research advances understanding of the adaptive function of workplace anxiety, such that employees are active drivers of their daily experiences of workplace anxiety.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2023-08-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879123000416\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879123000416","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 0
摘要
尽管职场焦虑是越来越依赖科技的日常工作生活的常见体验,但我们缺乏促使其发生的基于科技的工作需求的知识。根据工作场所焦虑的理论,并整合信息和通信技术方面的文献,我们认为远程压力和规范反应压力是日常工作场所焦虑的内部和外部人际来源。我们进一步提出了一个模型,说明员工在经历工作场所焦虑的时候是如何适应(与不适应)地应对工作场所焦虑的,其中焦虑促使:(a)工作电子邮件活动,一种促进绩效结果的自我调节行为;(b)与工作无关的电子邮件活动,这种行为会让员工从工作中脱离出来,削弱绩效。利用跨10个工作日的多层次、时滞经验抽样实地研究(一级N = 809;水平2 N = 96),我们确定远程压力是日常工作场所焦虑的重要因素。此外,我们还发现了职场焦虑的适应功能。在工作焦虑日,员工的个人主动性和公民行为通过行为调节活动得到增强,行为调节活动表现为工作电子邮件活动。这种间接影响在工作邮件中心性较高(相对较低)的员工中得到加强。本研究促进了对工作场所焦虑的适应功能的理解,即员工是其日常工作场所焦虑体验的主动驱动者。
You've got mail! How work e-mail activity helps anxious workers enhance performance outcomes
Despite workplace anxiety being a common experience of daily work life that is increasingly reliant on technology, we lack knowledge of technology-based job demands that prompt its occurrence. Drawing on theorization on workplace anxiety and integrating literature on information and communication technologies, we consider telepressure and normative response pressure as internal and external between-person sources of daily workplace anxiety. We further present a model of how employees adaptively (vs. maladaptively) respond to workplace anxiety on days they experience workplace anxiety, where anxiety prompts: (a) work e-mail activity, a self-regulatory behavior facilitating performance outcomes; and (b) non-work e-mail activity, a behavior that disengages employees from their work, debilitating performance outcomes. Utilizing a multilevel, time-lagged experience sampling field study across 10 workdays (Level 1 N = 809; Level 2 N = 96), we identify telepressure as a significant contributor of daily workplace anxiety. Further, we found support for an adaptive function of workplace anxiety. On days employees experienced workplace anxiety, their personal initiative and citizenship behaviors were enhanced through behavioral regulatory activity manifested in work e-mail activity. This indirect effect was strengthened for employees perceiving higher (vs. lower) work e-mail centrality. This research advances understanding of the adaptive function of workplace anxiety, such that employees are active drivers of their daily experiences of workplace anxiety.
期刊介绍:
The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military.
The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).