Research On The Interactive Influence Of Performance Pressure,Job Control And Goal Orientation On Work Engagement

With the continuous advancement of society and sustained economic development,the commercial environment is changing rapidly.In order to be able to take a place in the market and grow and develop,the competition between the enterprise and the enterprise and between employees within the company is intensifying.The current market pressure and highly competitive atmosphere will force managers to adjust employees' work status and improve organization efficiency as far as possible.At the same time,business managers shift the pressure of market competition to each individual employee through the work requirements.Become a performance pressure in employee work.In order to obtain remuneration,learn-growth opportunities,obtain organizational recognition and personal achievements,employees must also bear such tremendous performance pressure.However,how employees should respond to performance pressures;How managers manage employees' performance pressures,and how to adjust employees' job control according to the specific characteristics of each employee.Improving employees' work engagement and improving the overall performance of the company has become an urgent issue that need to be resolved at the current stage.In the current study,scholars differ greatly in their views on the interaction between job requirements and job control on work stress.Some people think that their interactions are positive.Others think that their interactions are negative.Some even think that there is no interaction between them.Therefore,some scholars join employees' self-efficacy when they study the JDC model.Based on the previous studies,this paper combines the JDC model,resource conservation theory,pressure cognitive interaction theory,goal setting theory and other theories,and further discusses the mechanism and effect of performance pressure on employee's daily work engagement.In the JDC model,the individual-difference factor goal orientation was added as the moderator,and the work control and goal orientation were respectively analyzed to moderate the relationship between performance pressure and work engagement.More importantly,the JDC model is combined with the goal orientation to further study the triple interactions between performance pressure,job control,goal-oriented and work engagement.This study used cross-level research methods and empirical sampling methods to conduct empirical analysis on 860 samples of 125 full-time employees who were 18 years old and over from different industries and worked for more than 1 year.The results show that there is a significant positive correlation between performance pressure and work engagement.The role of job control in moderating the positive correlation between performance pressure and work engagement is not significant.Each dimension of goal orientation(learning goal orientation,performance certification orientation,performance avoidance)has no significant effect on the moderate of the positive correlation between performance pressure and work engagement.performance pressure,work control,and learning goal orientation have a significant triple interaction with work engagement;For high-learning goal-oriented employees,the higher the work control,the stronger the positive moderate of the positive correlation between performance pressure and work engagement;for low-learning goal-oriented employees,the higher the work control is,the weaker the positive moderate of the positive correlation between performance pressure and work engagement.The three triple interaction between performance pressure,job control,and performance certification orientation on work engagement is not significant.The three triple interaction between performance pressure,work control,performance avoidance orientation on work engagement are not significant.