Abramis D J
Department of Management and Human Resources Management, College of Business Administration, California State University, Long Beach 90840-8502.
Psychol Rep. 1994 Aug;75(1 Pt 2):547-58. doi: 10.2466/pr0.1994.75.1.547.
This study evaluated the potential positive effects of stressors on job performance by examining the shape of the relation between stressors and job performance. The 281 respondents were a demographically and organizationally heterogeneous group from the Detroit area, who were employed during the study. They were given four structured in-home interviews, approximately 6 weeks apart, over a period of 18 weeks. Interviews were also conducted with a significant other, nonminated by each respondent from work life. Stressors examined were role ambiguity, role conflict, and job insecurity. Strains, also examined as potential stressors, were job dissatisfaction, anxiety, depression, and anger. Technical and social aspects of respondents' job performance were measured separately, as were absenteeism and tardiness. All zero-order Pearson correlations were either statistically significant and in predicted directions or essentially zero. All relationships were monotonic, suggesting that, for these stressors, their optimal amounts are generally zero. Results are discussed in terms of arousal and activation, information-processing, and expectancy theory.
本研究通过考察压力源与工作绩效之间关系的形态，评估了压力源对工作绩效的潜在积极影响。281名受访者来自底特律地区，在人口统计学和组织构成上具有异质性，且在研究期间均有工作。在18周的时间里，他们接受了四次结构化的家庭访谈，每次访谈间隔约6周。同时，还对每位受访者从工作生活中提名的一位重要他人进行了访谈。所考察的压力源包括角色模糊、角色冲突和工作不安全感。作为潜在压力源进行考察的紧张反应包括工作不满、焦虑、抑郁和愤怒。受访者工作绩效的技术和社会方面分别进行了测量，缺勤和迟到情况也进行了测量。所有零阶皮尔逊相关性要么具有统计学意义且符合预测方向，要么基本为零。所有关系都是单调的，这表明，对于这些压力源而言，其最佳量通常为零。研究结果从唤醒与激活、信息处理和期望理论的角度进行了讨论。
