A Study Of The Double-edged Sword Effect Of Performance Pressure On Employee Performance

The current market pressure and highly competitive atmosphere forces managers to adjust their employees’ work status and improve organizational efficiency in a variety of ways,so that higher standards and stricter requirements are imposed on every aspect of employees than ever before.In order to be competitive in an uncertain market environment,organizations often ask employees to improve their capabilities and performance.Employees must not only learn and improve their job skills;they must also accelerate their work and life to adapt to changes in the environment to maintain a continuous competitive advantage.The increasing demands placed on employees by companies have led to increased performance pressure.When discussing the impact of performance pressure on employees’ job performance,this paper takes task proficiency and fear of performance failure as mediating variables to explore the double-edged sword effect of performance pressure on employees’ job performance.Firstly introduces the research background of the article,describes the research significance of this paper,clarifies the main content and basic framework of this paper’s research,and introduces the research method and innovation points of this paper.Secondly,we analyze and summarize the performance pressure,mental preoccupation with work,task proficiency,fear of performance failure and withdrawal at home and abroad,so as to provide a theoretical basis for subsequent studies such as model construction and scale selection.Then the research hypothesis of this paper was proposed,the theoretical model of the study was constructed,and the questionnaire was designed and distributed.Then the data obtained from the questionnaire survey were organized,and after the organization,the data were subjected to reliability test,descriptive statistics analysis,correlation analysis and regression analysis.Therefor we find that on the one hand,performance pressure motivates employees to improve their professional skills and focus on work tasks,thus positively influencing their intrinsic motivation and improving their task proficiency.Ont the other hand,performance pressure can be a "threat" to employees,causing the fear of performance failure that may produce withdrawal behavior.The following conclusions were obtained:(1)there is a significant positive effect of performance pressure on fear of performance failure;(2)there is no significant forecasting effect of fear of performance failure on withdrawal;(3)there is a significant positive effect of performance pressure on employees’ mental preoccupation with work;(4)there is a significant positive effect of mental preoccupation with work on employees’ task proficiency.The paper concludes with a summary of the paper’s findings and suggestions,including moderate performance pressure,paying attention to the impact of employee withdrawal behavior to prevent it before it occurs,and improving employee engagement.