COVID-19大流行期间责任心的风险和回报

Risks and rewards of conscientiousness during the COVID-19 pandemic

——原载美国《应用心理学杂志》2021年第106卷第5期——

<Journal of Applied Psychology>, 2021, 106 (5)

【摘要】高度尽责的员工比不太尽责的同事更有动力和生产力。此外，尽责的员工往往对工作更满意，压力更小。然而，COVID-19大流行的一个后果是，许多员工已经过渡到远程工作，往往处于更少的直接监督和对预期工作活动和结果更不明确的条件下。研究者提出，工作环境的这一重大变化构成了情境力量的削弱，可以改变责任心与工作压力、工作满意度和工作绩效的关系。利用Meyer等人（2010）对情境强度的概念，研究者在2019年对一家财富1000强企业的474名白领员工进行了调查，并在他们全部过渡到远程工作后的2020年再次对情境强度的调节作用进行了调查。研究发现，由于COVID-19带来的工作环境的变化，极大地降低了情境强度的得分，且伴随着责任心对绩效更强的积极影响。重要的是，在COVID-19期间，责任心与压力和满意度的关系呈现出相反的表现，更尽责的工人报告说压力更大，满意度更低。工作要求在这些影响中起部分中介作用，并在工作时间上有同样的作用。这些结果对情境强度理论提供了证据，并表明，如果不进行适当的管理，COVID-19引起的情境强度的变化可能会使组织中最尽责的员工面临更高的职业倦怠和不满意的风险，并因此导致离职。

【关键词】尽责性、情境强度、绩效、满意度、压力

       [Abstract] Highly conscientious workers are more motivated and productive than their less conscientious colleagues. Moreover, conscientious employees tend to be more satisfied and less stressed from their work. One consequence of the COVID-19pandemic, however, is that many workers have transitioned to working remotely, often under conditions of less direct supervision and less clarity about expected work activities and outcomes. We proposed that this significant change in work context constitutes a weakening of situational strength that can change the relationship of conscientiousness with job strain, job satisfaction, and job performance. Using Meyer et al.’s (2010) conceptualization of situational strength, we tested the moderating effect of situational strength by surveying474 white-collar employees in a Fortune-1000 firm in 2019 and again in 2020after they had all transitioned to working remotely. We found that the changes in work context due to COVID-19 significantly lowered scores on situational strength and this was accompanied by a stronger positive effect of conscientiousness on performance. Importantly, during COVID-19, the relationships of conscientiousness with strain and satisfaction showed a reversal of sign, with more conscientious workers reporting higher strain and lower satisfaction. These effects were partially mediated by job demands and were replicated with work hours. The results provide a test of situational strength theory and suggest that changes in situational strength due toCOVID-19 may cause an organization’s most conscientious employees to be at elevated risk for burnout and dissatisfaction, and consequently, turnover, if not managed appropriately.

[Keywords] conscientiousness, situational strength, performance, satisfaction, strain

论文原文：Venkatesh, V., Ganster, D. C., Schuetz, S. W., & Sykes, T. A. (2021).Risks and rewards of conscientiousness during the COVID-19 pandemic. Journal of Applied Psychology, 106(5), 643-656.

https://doi.org/10.1037/apl0000919 

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