期望对工作压力调节关系的实验研究

发布时间：2018-08-18 20:25

【摘要】：工作压力不仅是影响工作效率与工作生活质量的重要心理因素,更是贯穿岗位管理、绩效管理、薪酬管理、员工亚健康管理等人力资源管理的核心模块。因此,员工工作压力历来是管理科学研究的一个基本问题。在实际管理中,常见这样的现象:同样的工作目标、工作任务要求、工作量、工作难度等工作情境,不同的员工感受到不同的主观工作压力。工作压力管理理论把这种现象概述为同样的工作负荷(客观量)导致不同的工作压力(主观量),并针对这种因人而异的关系提出了三类解释:(1)主观因素主导说。工作压力反应依赖于员工对情境和对自身资源的认知评价,差异性来源于个体自身因素,该学说强调了个人主观因素的作用。(2)主客观因素相互作用说。此观点侧重员工和压力事件的相互作用,认为工作与个人特征的相互适应性决定了工作压力的反应程度。(3)复杂构成学说。在第二种学说的基础上,提出中介变量或调节变量的作用。第三类的基本研究框架为“工作压力源→影响因素→压力反应”,将中间变量放入工作压力的研究中,深化了工作压力的研究,代表了目前管理科学的主流研究。为什么“同样的工作负荷(客观量)导致不同的员工工作压力(主观量)”?目前,管理科学的研究认为是员工个性、应对方式、工作类型等影响因素在起作用;也有研究指出工作压力与期望有关,但是止于对二者关系的描述性阐释,缺乏深度的讨论与充分的实验验证。到目前为止,期望值对工作压力的具体作用还没有得出确定和一致的结论,因此,有必要从理论和实证上对期望和工作压力的关系做出进一步的深入探讨。本文认为,曾获诺贝尔经济学奖的期望理论对于工作压力的研究具有重要的理论指导意义。根据期望理论,参考点(Reference Point,即期望值)是人们做出各种主观评估的原点。这意味着参考点(期望值)直接决定了员工对工作负荷的评价标准和衡量尺度,进而左右员工对工作压力主观感受的大小。因此,本文假设:期望值与工作压力(主观量)成反比,即期望(参照标准)越高,员工感受到的工作压力就越小;反之,期望值越低,员工感受到的工作压力就越大。考察客观量(刺激量)与主观量之间的关系,一般有两种思路。第一种是心理物理学的研究思路,用刺激量的变化表征心理量的改变;通过被试内重复实验设计,操控不同刺激量的变化,观测相同被试的主观量变化;即“刺激不同,被试相同”。第二种与第一种的研究思路正好相反,即“刺激相同,被试不同”,通过被试间实验设计,在相同实验刺激条件下,观测不同被试的变化。本文同时采用了上述两种实验研究思路。这里,在研究方法上还需要说明的是目前工作压力测量多采用问卷、量表或访谈等主观描述方法,虽然简便易行且成本较低,但是其方法论上的固有缺陷也带来无法回避的信效度问题。泰勒在《科学管理原理》中曾明确指出:职工们为了突出展现自己在工作中的投入和辛苦往往会出现群体和个体主观化的倾向,这种情况下必定会对压力自评量表(问卷)的信效度造成干扰。出于对测量的“去主观化”的信效度考虑,本文采用认知神经科学实验方法的实验指标来实现工作压力的“去主观化”表征;在脑电实验(实验一和实验二)研究中采用第一种研究思路:操控不同负荷量,观测相同被试的压力反应量;在fMRI实验(实验三)研究中采用第二种研究思路:相同负荷量(静息态),观测不同被试(高压力与低压力)的压力反应量。这样做的目的是提高实验研究的效度与信度。实验一,采用被试内重复实验设计方法,以实验任务时间表征工作负荷量(刺激量),脑电实验指标表征心理压力量(反应量),以小概率目标刺激诱发被试的期望心理,考察工作负荷(工作时间量)与工作压力(脑电指标量)之间的数量关系以及期望在其中的影响作用。实验结果揭示:脑电实验指标中P300能够表征工作压力;高期望水平下的工作压力感受更小;神经电生理指标可以描述期望对工作压力的调节作用;工作压力的提高导致心理疲劳的出现和认知加工效率(反应时增大且正确率降低)的显著下降,心理努力的增加并不能完全消除工作压力带来的绩效衰退。实验二,采用被试内重复实验设计方法,以工作任务难度表征工作负荷量(刺激量),脑电实验指标表征心理压力量(反应量),以预备信号之后出现的命令信号诱发被试的期望心理,考察工作负荷(工作难度量)与工作压力(脑电指标量)之间的数量关系以及期望的影响作用。实验结果揭示:P300波幅和潜伏期可以作为工作压力的客观测量指标;随着任务难度的增加,工作绩效(反应时和错误率显著增加)呈显著下降趋势;执行同等难度的任务时,高期望水平下被试的工作压力更小,即期望和工作压力呈现反比例关系;量化的神经生理指标能够表征期望对工作压力的调节,并可以从大脑加工层面来进行解释。实验三,采用被试间实验设计方法,以静息态(无刺激)表征相同工作负荷,依据测量工具和医师评定结果把被试分成高工作压力组与对照组,考察在静息态功能性核磁共振实验条件下两组不同被试的压力差异。实验结果揭示:长期的工作压力使员工部分脑区的局部一致性存在差异(大脑左侧中央后回和顶下缘角回的局部一致性显著增高),即fMRI指标可客观的表征工作压力的差异;处于高期望、低工作压力水平的员工和低期望、高工作压力水平的员工在脑功能结构上存在显著差异。通过以上三个实验研究,本文得到以下主要研究结论:(1)期望和工作压力之间成反比关系。员工的工作压力与参照标准密切相关,压力大小是相对于参照点而言的,员工心里所设定的参考点通常是动态变化的。通过影响、改变员工评价工作压力时的参照点,就会影响、改变他们对工作压力的态度和衡量标准。这意味着在实际的工作压力管理中,提高员工的期望不失为缓解、降低员工工作压力的一个有效途径。这丰富、补充、完善了现有员工工作压力管理理论。(2)期望是工作压力大小的直接决定因素。员工基于参考点的比较是工作压力评价过程中的关键环节,参考点(期望)直接决定了员工对压力源的评价标准和衡量尺度,进而左右员工对工作压力主观感受的判断。工作压力的其他影响因素,比如个性特质、心理资本、工作环境、组织氛围等因素均属于间接影响因素,通过影响个体的期望来发挥作用。(3)不论是ERP成分中的波幅、潜伏期还是脑功能的局部一致性,神经生理指标可以表征工作压力的高低,以及期望对工作压力的调节作用。(4)个体对期望事件比非期望事件的处理速度更快、工作效率更高;高期望还能帮助个体更容易地应对工作压力的快速增加;但是过载的工作压力则会导致工作效率和工作绩效的下降。员工主观心理努力的提高虽然能够缓解下降的速度,但是并不能完全弥补工作压力带来的负面影响,工作绩效的水平很难维持在固定标准。(5)长时间处于高强度的工作压力下,员工的身心健康确实会受到实质性的损害,部分脑区的功能异常可能会导致日常工作过程中出现注意力不集中、记忆力下降、焦虑、不良的人际关系以及睡眠障碍等问题,对于维持员工的生活质量和正常的工作效率都有严重影响,企业应该对此予以真正的重视。本研究是在神经管理学范畴内的一次探索性研究,着重探讨了期望对工作压力的影响作用,以及这种作用能否通过客观的生理指标进行表征的问题。实验结论有助于完善工作压力管理的现状,为实现工作压力的有效管理提供新的途径。同时,研究结果丰富了现有的工作压力理论,尤其是工作压力中员工个体差异理论框架的研究。此外,尝试从大脑层面描述员工的心理活动和行为,实现了对心理变量的直接描述,探讨了工作压力的“去主观化”问题,也为后续研究提供了脑神经层面的证据。
[Abstract]:Work stress is not only an important psychological factor affecting work efficiency and quality of work and life, but also the core module of human resource management, such as post management, performance management, salary management, sub-health management and so on. Phenomenon: Different employees feel different subjective work pressure under the same work goal, task requirement, workload, difficulty and other work situations. The theory of work stress management summarizes this phenomenon as the same workload (objective quantity) leads to different work pressure (subjective quantity), and puts forward this relationship according to different people. There are three kinds of explanations: (1) Subjective factor dominance theory. Job stress response depends on employees'cognitive evaluation of situation and their own resources, and the difference comes from individual factors. This theory emphasizes the role of individual subjective factors. (2) Subjective and objective factors interaction theory. This view emphasizes the interaction between employees and stress events, and considers work as a job. The adaptability to individual characteristics determines the degree of job stress response. (3) Complex Constitution Theory. On the basis of the second theory, the role of mediators or moderators is proposed. It deepens the study of work stress and represents the mainstream of management science. Why does "the same workload (objective quantity) lead to different workload (subjective quantity)"? At present, the study of management science considers that the influencing factors such as employees'personality, coping style and job type play a role; some studies also point out that work stress. Expectation is related to expectation, but the descriptive explanation of the relationship between expectation and work stress is still lacking in-depth discussion and sufficient experimental verification. So far, the specific role of expectation on work stress has not been determined and consistent conclusion has not been reached. Therefore, it is necessary to make a further in-depth theoretical and Empirical Study on the relationship between expectation and work stress. This paper argues that the Nobel Prize-winning expectation theory has important theoretical significance for the study of job stress. According to the expectation theory, reference point is the starting point for people to make various subjective assessments. This means that the reference point (expectation) directly determines employees'evaluation of work load. Therefore, this paper assumes that expectation is inversely proportional to work stress (subjective quantity), that is, the higher the expectation (reference standard), the less work stress the employee feels; on the contrary, the lower the expectation, the greater the work stress the employee feels. There are two ways of thinking about the relationship between stimulation and subjective quantity. The first one is the study of psychophysics, which uses the change of stimulation to represent the change of psychological quantity. One way of thinking is just the opposite, that is, "the same stimulus, different subjects", through the experimental design between subjects, under the same experimental stimulus conditions, to observe the changes of different subjects. Tables and interviews are simple and inexpensive, but their inherent methodological flaws also pose unavoidable reliability and validity problems. Taylor, in his Principles of Scientific Management, made it clear that in order to highlight their involvement and hardship in the work, employees often appear to be subjectively group and individual. Considering the reliability and validity of the "de-subjectivism" of the measurement, we used the experimental indicators of cognitive neuroscience to realize the "de-subjectivism" representation of work stress, and used them in EEG experiments (experiment 1 and experiment 2). The first approach is to manipulate different loads and observe the same pressure response of subjects; the second approach is to observe the pressure response of different subjects (high and low pressure) under the same load (resting state) in the fMRI experiment (experiment 3). The purpose of this approach is to improve the validity and reliability of the experimental study. Using the method of repetitive experiment design, the work load (stimulus) was represented by task time, the stress (response) was represented by EEG, and the expectation was induced by small probability target stimulus. The quantitative relationship and expectation between work load (work time) and work stress (EEG) were investigated. The results showed that P300 could characterize the work stress in EEG experiment, the work stress sensation was smaller in high expectation level, the neuroelectrophysiological index could describe the regulation effect of expectation on work stress, the increase of work stress could lead to the occurrence of mental fatigue and the cognitive processing efficiency (the reaction time increased and the response time increased). In experiment 2, repetitive design was used to characterize the workload (stimulus) by task difficulty, and EEG was used to characterize the psychological stress (response) by preparing the signal. The results showed that the amplitude and latency of P300 could be used as objective indicators of work stress, and with the increase of task difficulty, work performance (reaction time and error rate) could be used as objective indicators of work stress. There was a significant downward trend; when the task was of the same difficulty, the work stress of the subjects with high expectation level was lower, that is, the expectation and work stress showed an inverse proportional relationship; the quantitative neurophysiological indicators could characterize the regulation of expectation on work stress and could be explained from the level of brain processing. The subjects were divided into high working pressure group and control group according to measuring tools and physician evaluation results. The differences of stress between two groups under resting functional magnetic resonance (fMRI) test were investigated. The results showed that long-term work stress caused part of the brain of employees. There were significant differences in regional consistency (the left posterior central gyrus and the inferior parietal marginal gyrus showed significant increases in local consistency), that is, fMRI indicators could objectively represent the differences in work stress; employees with high expectations, low levels of work stress and low expectations, and employees with high levels of work stress had significant differences in brain functional structure. The results of the above three experiments are as follows: (1) The relationship between expectation and job stress is inversely proportional. Employees'job stress is closely related to the reference standard. The stress is relative to the reference point. The reference point set by the employee's mind is usually dynamic. This means that in the actual work stress management, raising the expectation of employees is an effective way to alleviate and reduce the work stress of employees. This enriches, supplements and improves the existing theory of work stress management. (2) Expectation is the work stress. Employees'comparison based on reference points is the key link in the process of job stress evaluation. Reference points (expectations) directly determine the evaluation criteria and measurement criteria of the source of stress, and then influence the subjective judgment of employees' job stress. Capital, work environment, organizational climate and other factors are indirect factors, which play a role by influencing individual expectations. (3) Whether the amplitude of ERP components, latency or local consistency of brain function, neurophysiological indicators can characterize the level of work stress, and the regulatory role of expectation on work stress. (4) Individual pairing period. Expected events are faster and more efficient than unexpected events; high expectations can also help individuals more easily cope with the rapid increase in work stress; but overloaded work stress can lead to a decline in work efficiency and performance. Although the improvement of employee subjective mental effort can alleviate the rate of decline, it can not. Completely compensate for the negative impact of work stress, the level of work performance is difficult to maintain a fixed standard. (5) Long-term high-intensity work stress, the physical and mental health of employees will indeed be substantially damaged, some brain areas of dysfunction may lead to daily work process of inattention, memory loss. Anxiety, bad interpersonal relationships, sleep disorders and other issues have a serious impact on maintaining the quality of life and normal work efficiency of employees, which enterprises should pay real attention to. The conclusion of the experiment is helpful to improve the current situation of work stress management and provide a new way to realize effective management of work stress. In addition, this paper attempts to describe employees'psychological activities and behaviors from the brain level, realizes the direct description of psychological variables, discusses the problem of "de-subjectivization" of work stress, and provides evidence for the follow-up study at the neurological level.
【学位授予单位】：西南交通大学
【学位级别】：博士
【学位授予年份】：2017
【分类号】：F272.92

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