摘要
当前企业之间的竞争愈发激烈，要让企业保持优势，学会选择人才和识别人
才发挥着重要的作用。来源自心理学的内疚是一种负面情绪，最近研究显示它可
以带来积极作用，在工作场所中具有内疚倾向的员工是更愿意为组织付出的好员
工。那么具有内疚倾向的员工能带来更多的工作绩效吗？他是通过什么方式能提
高工作绩效呢？对于在不同环境中的个体，个人的内疚倾向特质对工作绩效的影
响是否会不同？
为了回答上述问题，本研究在回顾了认知资源理论和注意的资源理论的基础
上，从关注员工个体在不同类型的工作环境下能表现出自己最好的绩效水平的角
度出发，构建了员工内疚倾向影响工作绩效的研究理论框架。本研究基于理论进
行推论提出了一系列研究假设，包括员工内疚倾向影响工作绩效的直接效应；揭
示工作投入在内疚倾向影响工作绩效的中介机制；分析不同环境下内疚倾向影响
工作绩效程度的区别，工作压力的调节作用

本文为了验证研究假设，采用发放问卷的形式进行实证分析。向不同企业的
员工发放电子问卷，共回收有效问卷 319 份。运用 SPSS 和 AMOS 对量表进行检
验，结果显示量表具有良好的的信度、效度，保证了数据的有效性。然后运用回
归分析的统计方法检验本文的研究假设

实证研究结果揭示了员工内疚倾向与工作绩效之间的关系。实证分析表明：
员工内疚倾向正向且显著影响工作绩效；员工内疚倾向是通过工作投入这一机制
影响工作绩效；当员工处在工作压力较高的环境中，员工内疚倾向正向影响工作
绩效的关系减弱，而当员工处在工作压力较低的环境中，员工内疚倾向正向影响
工作绩效的关系增强

因此，为了给企业带来最大的效益，管理者一方面要会选择员工，一方面要
会把不同的员工放在适合的岗位上。根据本研究的实证分析结果，企业的管理者
可以通过在招聘、晋升环节注重员工内疚倾向品质、合理管理员工内疚情绪、提
高工作环境与员工匹配度和引导员工合理分配认知资源等多项实践管理策略来促
进员工工作绩效的有效提升，具有较强的理论意义和实际意义

关键词：内疚倾向；工作绩效；工作投入；工作压力；认知失调理论；
注意的认知资源理论哈尔滨工业大学管理学硕士学位论文
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Abstract
Competition among enterprises is becoming fiercer, and it is important for
managers to learn to select talents and verify talents to keep the company in the
ascendancy. Guilt is a concept from psychology as a negative emotion. However,
recent studies have shown that it can bring a positive effect. In the workplace, high
levels of guilt-prone employees are more likely to be the good staff who are willing to
pay a contribution for the organization. So can employees with high levels of
guilt-proneness bring more job performance How does he improve job performance
In different environments, is it different for individuals that guilt-proneness trait affect
job performance
Based on the cognitive dissonance theory and cognitive resources theory and from
the perspective of employees in different types of environment can show their best
performance, we build a model focusing on the effect of guilt-proneness on job
performance. This study proposed a series of research hypotheses, including the direct
effect of employee guilt-proneness on job performance; the mediator model which is to
explain why guilt-proneness has effect on job performance; the difference of the effect
of guilt-proneness on job performance in different environment, work stress as a
moderator.
In order to verify the research hypothesis, this study takes survey methods. We
distributed electronic questionnaires to employees of different enterprises, and 319
valid questionnaires were collected. The scales had good reliability and validity by
using SPSS and AMOS. So the validity of the data is ensured. Then the statistical
method of regression analysis was used to test the hypotheses of this paper.
The empirical results revealed the relationship between guilt-proneness and job
performance. The results showed that guilt-proneness was significantly positive affects
job performance. And guilt-proneness affect job performance through job engagement
as a mediator. When employees work in high pressure environment, the positive
relationship between guilt-proneness and job performance will drop off. And when
employees work in low pressure environment, the positive relationship between
guilt-proneness to job performance will be strengthen.
Therefore, in order to bring the greatest benefit to the enterprise, the manager
should learn to choose the employees correctly and also put different employees in the哈尔滨工业大学管理学硕士学位论文
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right positions. According to the results of the empirical analysis, the managers of
enterprises should pay more attention to guilt-proneness trait of employees in hiring
and promotion process, manage guilt emotion of employees properly, improve the
matching degree of working environment and staff personality, teach employees to
allocate cognitive resources eligibly and so on practical management strategies to
promote effective job performance, which have strong theoretical and practical
significance.
Keywords: Guilt-Proneness, Job Performance, Job Engagement, Job Stress, Cognitive
Dissonance Theory, Cognitive Resources Theory哈尔滨工业大学管理学硕士学位论文
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目 录
摘要........I
ABSTRACT..........II
第 1 章 绪 论.....1
1.1 研究背景及问题的提出.... 1
1.2 研究目的与意义.... 2
1.3 国内外文献综述.... 4
1.3.1 内疚倾向研究综述......4
1.3.2 工作绩效研究综述......5
1.3.3 工作投入研究综述......8
1.3.4 工作压力研究综述......9
1.3.5 综合评述........10
1.4 研究内容和技术路线...... 11
1.4.1 研究内容........11
1.4.2 研究方法及技术路线12
第 2 章 理论模型与研究设计...14
2.1 理论基础.. 14
2.1.1 内疚倾向与工作绩效和工作投入的关系.....14
2.1.2 工作投入与工作绩效的关系.15
2.1.3 工作投入的中介作用.15
2.1.4 工作压力的调节作用.16
2.2 研究假设及理论模型构建.......... 16
2.2.1 研究假设........16
2.2.2 理论模型的构建........19
2.3 调查研究及检验... 19
2.3.1 变量测量.........19
2.3.2 样本构成及描述性统计分析21哈尔滨工业大学管理学硕士学位论文
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2.3.3 变量的信度和效度检验.........23
2.3.4 共同方法偏差检验....27
2.4 本章小结....
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