The Double-Edged Sword Effect Of Workaholism Of The New Generation Of Employees On Work Performance

Under the background of globalization and economic integration,the uncertainty of external environment makes enterprises urgently seek innovation and reform,requiring employees to focus on their own work and constantly improve their abilities.At the same time,with the rapid development of network technology,especially the outbreak of COVID-19 epidemic,it is very common for employees to work from offline to online,and to work from home and stand by all day,which undoubtedly prolongs their working hours.The phenomenon of workaholism is common in various fields,and the phenomena of "996" and "007" often appear,and even some enterprises advocate the "715" work system.Enterprises actively advocate workaholism behavior and overtime culture,expecting that extending working hours can quickly improve enterprise performance.However,the academic circles have not reached a consensus on the relationship between workaholism and work performance,and positive and negative views coexist.Moreover,there are few researches involving the mechanism of workaholism affecting work performance,and how workaholism affects employees' work performance still remains a mystery,which has been hidden in the black box.Therefore,it is necessary to further explore the relationship and mechanism between workaholism and work performance.On the basis of JD-R model,this study regards workaholism as the combination of employees' work requirements and resources,and takes emotional exhaustion and self-efficacy as intermediary variables,studies the influence of workaholism on work performance,and demonstrates the moderating effect of organizational justice.215 new generation employees were investigated,and SPSS22.0 and AMOS26.0 statistical software were used to analyze the influence mechanism of new generation employees' workaholism on work performance.The results are as follows: 1)Work priority negatively affects work performance,while high work demands and work fulfillment positively affect work performance,while work excessive has no significant relationship with work performance;2)Work excessive,work priority and high work demands all positively affect employees' emotional exhaustion;3)Work excessive,high work demands and work fulfillment all positively affect self-efficacy;4)Workaholism has two opposite mediation paths for work performance.In the mediation inhibition path,work excessive and high work demands reduce work performance by increasing employee emotional exhaustion.In the path of mediation promotion,work excessive,high work demands and work fulfillment are beneficial to work performance by improving self-efficacy.5)Organizational justice negatively regulates the relationship among work excessive,high work demands and emotional exhaustion.The above conclusions provide powerful and reliable empirical data for supporting for fully revealing the influencing mechanism of workaholism and how to treat the workaholics of the new generation of employees.