Impact Of Guilt-Proneness On Job Performance And Its Mechanism

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 theright 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.