任务多样性对反生产工作行为影响研究
摘要
随着时代的更新与信息的更迭，为实现任务结构的合理设计与提高组织及个体绩效，
企业逐渐对工作设计理念加以重视，任务多样性作为工作设计中的一部分，已成为企业
及个体重点关注的客观特征。经过梳理相关文献发现，以往任务多样性研究多集中于其
对积极结果变量的影响及作用，例如工作满意度、工作投入、组织公民行为等，却忽视
了其作为一个客观的工作特征对消极结果变量的影响。反生产工作行为
（counterproductive work behavior，简称 CWB）是一种旨在有意伤害组织及其个体的意
志行为。随着企业面临的内外部环境逐渐复杂化，以及“内卷”时代的到来，员工在工
作中实施的负面行为逐渐增多，迄今为止，CWB在各行各业中已屡见不鲜。因此，现
有研究也逐渐认识到，尽管大多数关于工作场所行为的研究都集中于激励工作有效运行
的因素上，但在现代工作组织中，员工所实施的无效的、甚至是破坏性的行为却无处不
在，探索员工在完善工作任务的过程中如何减少与抑制 CWB发生的必要条件尤为迫切。
压力源—情绪模型已指出，CWB是在员工面对情境压力源时在不同的认知评估下
导致的一系列复杂作用结果，情境压力源是工作场所中的一个客观特征，在以往研究中
学者更关注的是情境压力源如何为组织及员工带来更高的效益，而忽视了其对组织中一
些消极行为与结果的影响作用。压力源—情绪模型认为，员工随时随地在对周边环境进
行评估与感知，当员工自身可利用的资源无法支撑工作需求时便会使其感知到压力，若
无法承受该压力将随之产生消极情绪，从而做出损害组织及其身边同事的行为。任务多
样性作为一种重要的工作特征，是否符合该模型研究？认知评估是否可以成为任务多样
性影响机制中的边界条件？以及认知评估是如何在任务多样性影响机理上产生作用
的？以上问题是本研究需探索的重点。
本研究首先对已有相关领域的文献进行系统收集与深入剖析，旨在明确任务多样性、
感知压力、认知评估、消极情绪及 CWB的内涵以及探究目前压力源—情绪模型的研究
进展，对以往相关研究进行总结，并构建相应的研究框架体系，为未来的研究提供思路
与方向；其次，通过问卷调查的方法向企业员工发放问卷，最终得到 314份有效样本，
运用统计软件对数据进行分析与检验，并得出以下结论：（1）任务多样性对 CWB具有
显著负向影响；（2）任务多样性对感知压力具有显著正向影响；（3）感知压力对 CWB
具有显著正向影响；（4）感知压力在任务多样性与 CWB之间存在中介作用；（5）任
务多样性对消极情绪具有显著的负向影响；（6）消极情绪对 CWB具有显著的正向影响；
（7）消极情绪在任务多样性与 CWB之间存在中介作用；（8）感知压力对消极情绪具
有显著正向影响；（9）感知压力与消极情绪在任务多样性与 CWB之间存在链式中介作
用；（10）挑战性评估负向调节任务多样性与感知压力之间的正向关系；（11）挑战性
评估通过削弱任务多样性对感知压力的正向影响进而调节感知压力在任务多样性与
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摘要
CWB之间的中介作用；（12）挑战性评估通过削弱任务多样性对感知压力的正向影响
进而调节感知压力与消极情绪在任务多样性与 CWB之间的链式中介作用；（13）挑战
性评估正向调节任务多样性与 CWB之间的负向关系；（14）威胁性评估负向调节任务
多样性与 CWB之间的负向关系。除此之外，挑战性评估在任务多样性与消极情绪之间
的调节效应以及威胁性评估的部分调节效应不显著。
本研究的理论贡献有：（1）探索任务多样性对 CWB的影响，一定程度上弥补了任
务多样性研究的空白；（2）探讨了任务多样性在压力源—情绪模型中的应用，丰富了
该模型理论发展；（3）丰富了任务多样性影响机制中的理论基础与边界条件。结合研
究结论提出以下管理启示：（1）对于组织而言，可通过丰富工作任务的多样性以减少
CWB的出现频率；（2）对于管理者而言，需时刻关注员工的压力状态，并有针对性地
培养员工对自身的压力管理；（3）对于员工自身而言，在工作中使用挑战性评估对待
工作任务，将会带给组织与自身更为积极的产出。
结合以上结论及理论贡献，对未来研究作出以下展望：（ 1）未来研究应扩充样本
量及改变固有的研究方式；（2）可探索任务多样性的双刃剑及非线性影响效应；（3）
应继续丰富认知评估在任务多样性研究机理中的作用；（ 4）应进一步拓展压力源—情
绪模型。
关键词：任务多样性；感知压力；认知评估；消极情绪；反生产工作行为
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任务多样性对反生产工作行为影响研究
Abstract
Good work design can save costs and enhance productivity, which has significant
financial benefits to organizations. As such, enterprises have paid much attention to work
design for decades. Task variety as a part of the work design, has become an objective feature
that enterprises and individuals focus on. After reviewing relevant literature, it was found that
previous studies on task variety mostly focused on its impact on positive outcome variables,
such as job satisfaction, job engagement, and organizational citizenship behavior, while
ignored its impacton negative outcomevariables as anobjective job characteristic.
Counterproductivework behavior(CWB) iscounterproductivebehavior intendedto
intentionally harm an organization and its individuals. With the increasing complexity of the
internal and external environment facing enterprises and the advent of the era of "involution",
employees engage in more negative behaviors at work, CWB are commonplace in all walks of
life. Therefore, the existing research gradually realize that although most of the research on
workplace behavior has focused on the effective operation of the incentive factors, but in the
modern work organization, implementation of invalid by the employee, or even destructive
behavior is everywhere, to explore how to reduce and restrain the CWB is particularly urgent.
The stressor-emotion model has showed that CWB is a series of complex effects caused
by different cognitive appraisal of employees faced with situational stressors. Situational
stressors are objective characteristics in the workplace. In previous studies, scholars paid
more attention to how situational stressors bringhigher benefits to organizations and
employees, While ignoring its influence on some negative behaviors and results in the
organization. According to thestressor-emotion model, employees areevaluating and
perceiving the surrounding environment anytime and anywhere. When the job demands are
greater than the available resources of employees themselves, they will feel the pressure. If
they can't bear the pressure, they will generate negative emotions, thus doing harm to the
organization and colleagues around them. As an important job characteristic, is task variety
consistent with thismodel? Can cognitive appraisal bea boundary condition in the
mechanism of task variety? And how does cognitive appraisal play a role in the mechanism of
task variety? The above problems are the focus of this study.
Firstly, this study systematically collects and deeply analyzes the literature in related
fields, aiming at clarifying the connotation of task variety, perceived stress, cognitive
appraisal, negative emotions and CWB, and explore the research progress of stressor-emotion
model at present, exploring the existing research progress, summarizing the previous related
research, and constructing the corresponding research framework system to provide ideas and
directions for futureresearch. Secondly, through the method ofquestionnaire survey,
questionnaires were distributed to employees of enterprises, and finally 314 valid samples
were obtained. The data were analyzed and tested by statistical software, and the following
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