15卷 第3期
School of Management Shanghai University, Shanghai 200444, China
纸质出版日期： 2024-05-20 ，
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(2024). The Double-Edged Sword Effect of Performance Pressure on Employee Boundary-Spanning Behavior. 华夏人力资源管理学报, 15(3), 86-103.
Zhang, H. -M., Liu, J. -Y., & Chen, J. -W. (2024). The double-edged sword effect of performance pressure on employee boundary-spanning behavior. Journal of Chinese Human Resources Management, 15(3), 86-103.
(2024). The Double-Edged Sword Effect of Performance Pressure on Employee Boundary-Spanning Behavior. 华夏人力资源管理学报, 15(3), 86-103. DOI： 10.47297/wspchrmWSP2040-800507.20241503.
Zhang, H. -M., Liu, J. -Y., & Chen, J. -W. (2024). The double-edged sword effect of performance pressure on employee boundary-spanning behavior. Journal of Chinese Human Resources Management, 15(3), 86-103. DOI： 10.47297/wspchrmWSP2040-800507.20241503.
With the emergence of "boundaryless organizations" and the increase in boundary-spanning activities
the sustainable development of organizations has been affected. Effectively promoting employees to engage in boundary-spanning activities has become of great practical significance. Besides
performance pressure has become a prevalent workplace stressor
significantly impacting employees' work behaviors. Therefore
drawing upon the cognitive-affective processing system theory and stressor-strain relationship theory
this study aims to investigate the mechanisms and boundary conditions of performance pressure on employee boundary-spanning behavior. Data collected from 336 questionnaires at two different time points is analyzed using bootstrapping and hierarchical regression to test hypotheses. The results indicate that performance pressure boosts employee boundary-spanning behavior by enhancing cognitive flexibility
while hindering this behavior by producing obsessive work passion. Moreover
achievement orientation plays a key role in moderating the impact of performance pressure on cognitive flexibility and obsessive work passion. Specifically
achievement orientation positively moderates the link between performance pressure and cognitive flexibility
while negatively moderating the relationship between performance pressure and obsessive work passion. Additionally
achievement orientation is found to moderate the indirect influence of performance pressure on employee boundary-spanning behavior through these two mediators. This study reveals that employees with high achievement orientation under performance pressure tend to develop cognitive flexibility
which motivates them to engage in more employee boundary-spanning activities. This paper also provides practical guidance for enterprises to promote employee boundary-spanning behavior. This study not only expands the research on the antecedents of employee boundary-spanning behavior but also confirms the double-edged sword effect of performance pressure on employee boundary-spanning behavior from both cognitive and affective perspectives.
Performance pressureCognitive flexibilityObsessive work passionAchievement orientation
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