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首页> 外文期刊>Journal of vocational behavior >When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain
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When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain

机译：主动性何时会产生成本？工作动机减轻了积极的工作行为对员工工作压力的影响

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The literature on proactivity has focused primarily on its positive performance outcomes. However, the effects of proactive behavior on employees' well-being are relatively unknown. We theorize that when an individuals' motivation at work is characterized by pressure and coercion (high controlled motivation), with no compensatory intrinsic interest in or identification with the work (low autonomous motivation), proactive behavior is likely to deplete employees' resources, resulting in job strain. We tested this proposition in a lagged study of 127 employee supervisor dyads across a variety of sectors. As expected, supervisor-rated proactive work behavior was positively associated with job strain when controlled motivation was high and when autonomous motivation was also low. Under all other conditions, there was no effect of proactive behavior on job strain. For example, when individuals experienced high controlled motivation yet also experienced autonomous motivation, there was no effect of proactive behavior on job strain. In sum, proactive behavior has costs in terms of job strain only when employees experience a sense of pressure and obligation in their work in the absence of any compensating autonomous motivation. (C) 2017 Elsevier Inc. All rights reserved.
机译：关于积极性的文献主要集中在积极的绩效结果上。但是，主动行为对员工福祉的影响相对未知。我们的理论是，当一个人的工作动机具有压力和强迫性（高度受控的动机），而对工作没有补偿性的内在兴趣或认同（低自主性动机）时，积极的行为很可能会耗尽员工的资源，从而导致在工作压力。我们在对各个部门的127名员工主管进行的滞后研究中测试了这一提议。不出所料，当受控动机高而自主动机也低时，主管评定的主动工作行为与工作压力正相关。在所有其他条件下，主动行为对工作压力没有影响。例如，当个人经历了高度控制的动机而又经历了自主动机时，主动行为对工作压力没有影响。总而言之，只有当员工在没有任何补偿性自主动力的情况下在工作中感受到压力和义务时，主动行为才会在工作压力方面付出代价。 （C）2017 Elsevier Inc.保留所有权利。

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