随着越来越多的95后、00后进入职场，反对诸如陪酒、跑腿打杂等任务的呼声也越来越强烈。在这个背景下，“不合规任务”这个概念也被国内的学者逐渐重视起来。但是，作为一个从国外发展起来的概念，“不合规任务”在中国情境下是否有同样表现？其作用机制是否适用于中国的文化背景？中国企业中的员工面临“不合规任务”又会发生什么样的反应？面对不合规任务对员工造成的消极影响，企业又应该如何应对或者避免？针对这些问题，本研究通过探索性时序设计的方法给出了答案。
本研究从质性研究出发，通过访谈法归纳了中国文化背景下“不合规任务”对员工造成的影响以及能影响结果的调节因素，系统性阐述了不合规任务对员工的影响机制。具体来说，在中国情境下，不合规任务的作用仍然以消极影响为主，但在部分因素的作用下，不合规任务可能不会对员工造成特殊影响甚至会产生积极影响，比如：提高自尊、增加成就感等。但是，当不合规任务的出现过于频繁，这种影响将逐步趋于消极。
在量化研究中，研究二以研究一出现的远端变量职业倦怠为因变量，以近端变量自尊、组织公平和工作要求为中介变量，探究了不合规任务影响职业倦怠中的多重中介效应。研究结果显示，自尊、组织公平和工作要求在不合规任务对职业倦怠的影响过程中起部分中介效应，其中以经由工作要求的中介路径效应最大。
总结来说，本研究不仅填补了国内在不合规任务的研究领域中质性研究的空白，归纳总结出不合规任务对员工的影响以及影响结果的九类调节因素，系统形成了不合规任务影响员工的具体机制，还在质性研究的基础上，选取具备重要研究价值的变量进行了实证研究，兼具理论和实践价值！

As more and more people born after 1995 and 2000 enter the workplace, the voices against tasks such as escorting wine and running errands are getting stronger and stronger. In this context, the concept of "illegitimate tasks" has also been gradually paid attention to by domestic scholars. However, as a concept developed from abroad, does the "illegitimate task" perform the same in the Chinese context? Does its mechanism apply to the Chinese cultural context? How will employees in Chinese companies react when faced with "illegitimate tasks"? Faced with the negative impact of illegitimate tasks on employees, how should enterprises respond or avoid them? In response to these questions, this study provides answers through the method of exploratory timing design.
Starting from qualitative research, this study summarizes the impact of "illegitimate tasks" on employees in the context of Chinese culture and the moderating factors that can affect the results through interviews, and systematically expounds the impact mechanism of illegitimate tasks on employees. Specifically, in the context of China, illegitimate tasks do not only have a negative impact. Under certain conditions, illegitimate tasks may not have a special impact on employees or even have a positive impact, such as: improve self-esteem, increase the sense of achievement, etc. However, when illegitimate tasks occur too frequently, the impact will gradually become negative.
In the quantitative study, study 2 took job burnout as the dependent variable, and the self-esteem, organizational justice and job demands as the mediating variables to explore the multiple mediating effects of illegitimate tasks on job burnout. The results show that self-esteem, organizational justice and job demands play a part of mediating role in the impact of illegitimate tasks on job burnout, and the mediating role through job demands is the largest.
In conclusion, this study not only fills the gap of qualitative research in the field of illegitimate tasks in China, but also summarizes the impact of illegitimate tasks on employees and nine types of moderators that affect the results. On the basis of qualitative research, we selected variables with important research value to conduct empirical research. The research has both theoretical and practical value!