前进或后退:一个时间镜头来解开适应性和不适应性反应的日常目标-绩效差异
Yifan Song1, Min-Hsuan Tu2, Yanran Fang3
1Department of Management, Texas A&M University.
The Journal of applied psychology
|August 10, 2023
概括
员工可以通过管理目标-绩效差异 (GPD) 来实现日常工作目标. 未来的焦点有助于减轻负面循环,而过去的焦点阻碍了适应性的目标追求.
科学领域:
- 组织心理学 组织心理学
- 工作场所行为 工作场所行为
- 认知科学 认知科学
背景情况:
- 现代的工作环境阻碍了员工实现目标,导致无法实现的日常目标.
- 不满意的目标进展 (目标绩效差异 (GPD)) 对员工的福祉和绩效产生了重大影响.
- 现有的理论提供了矛盾的观点:自我调节表明适应性反,而自我集中的认知表明不适应性反.
研究的目的:
- 整合适应和不适应的反循环理论关于每日目标绩效差异 (GPD).
- 调查预测思维和反在GPD反循环中的作用.
- 检查员工的时间焦点 (未来与过去) 作为影响GPD反应的边界条件.
主要方法:
- 对100名工作专业人员进行了每日日记研究,收集了485份每日报告.
- 绘制了自我调节 (预期性思维) 和自我集中 (反) 的认知机制.
- 分析了员工时间关注对GPD反循环的影响.
主要成果:
- 每日GPD通过增加工作后预期思维 (适应性) 导致第二天GPD减少.
- 每日GPD也导致第二天GPD增加,因为工作后反的增加 (不适应性).
- 员工对未来的关注减轻了不适应周期,而过去的关注阻碍了适应周期.
结论:
- 员工对日常GPD的反应受到认知机制和时间焦点的调节.
- 预测性思维促进了适应性目标追求,而反会加剧目标失败.
- 培养对未来的关注可能有助于员工以适应性方式导航GPD,提高目标实现和幸福感.
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