Research On The Influence Of Job Stressor On In-role Performance

Better development is essential for every enterprise if it hopes to survive in today’s fierce competitive environment. For an enterprise, its employees are the sources of its development. The possibility that these employees can be positively stimulated to better complete the assigned responsibilities holds profound significance for these enterprises. As the bond between national resource allocation and the stable development of financing industry, financial service industry occupies a decisive position in China’s national economy. As the saying goes, he who would climb the ladder must begin at the bottom. Stable corporate development requires not only a variety of innovative supports, but more importantly, corporate infrastructure construction. Under high-intensive work, pressure is an inevitable thing and some workers usually adopt escape behaviors to vent out their pressure. Currently, an increasing number of enterprises have realized the connection between employees’ role performance and corporate survival & development. In order to motivate their workers and shift these workers’ attention to their work behaviors, these companies often correlate employees’ salaries with their performance. Anyway, from the viewpoint of employees’ psychological building, can their performance improve correspondingly when they are faced with high work pressure? In addition, how would workers’ responses to pressure vary if they are in different psychological situations? Both of these two issues are the focuses of this research.After reviewing expansion & molding theory and social exchange theory, this research constructed work pressure’s moderated mediation model for in-role performance. In this model, work pressure can be divided into challenging pressure and blocking pressure, and withdrawal behavior and mental flexibility serve as mediating variable and regulated variable respectively. According to the established model and the variables in it, a scale was formulated. After revising the scale, we gathered 416 valid questionnaires altogether from 11 financial institutions in our field survey. Then reliability analysis and confirmatory factor analysis were adopted to verify the credibility and validity of the scale. The results indicated that the scale enjoyed nice reliability and high validity.By use of methods like multiple regression and hierarchical regression, this study carried out effective check analysis for the hypothesis. The above analysis showed that employees’ in-role performance would display a U-shaped change as challenging pressure rose, but display a descending trend as blocking trend increased. It also showed that withdrawal behavior played a mediating role in the influence of challenging pressure and blocking pressure on in-role performance. Finally, for withdrawal behavior, only its mediating effect between challenging pressure and in-role performance is regulated by mental flexibility, and employees’ withdrawal behaviors would display U-shaped changes with the increase of challenging pressure; while its mediating effect between blocking pressure and in-role performance is not regulated by mental flexibility. According to the final data analysis results of this research, it is proposed that enterprises can optimize employees’ mental flexibility by introducing task credit system and targeted training so as to improve their in-role performance.