随着越来越多组织开始广泛使用信息通信技术（简写为ICT）进行办公，一种新型工作压力——职场通讯压力悄然而生。国内外已有广泛研究探讨了职场通讯压力对员工的身心健康、工作-家庭关系以及工作绩效表现产生的消极影响，但对其前因变量和形成机制的研究还较少。面对工作压力，知其本源才能有针对性地寻找缓解办法。因此，本研究希望进一步从压力认知评价理论的视角，深入探究ICT响应期望对职场通讯压力的影响机制及其边界条件，并探索真实职场环境中职场通讯压力的形成过程。

整个研究采用解释性序列混合研究范式设计了两个子研究。研究一采用问卷调查法，分三个时间节点，以在线问卷的方式收集了291名使用ICT办公的组织员工的ICT响应期望、社会自我效能感、负面评价恐惧、印象管理动机以及职场通讯压力的数据，每一轮问卷之间间隔一周。研究二采用行为事件访谈法，探索真实职场环境中影响个体产生职场通讯压力的综合因素。根据研究一的数据分析结果，采取目的性抽样的方法，以30岁以下的被试为主，其他年龄段的被试为辅，从职场通讯压力水平处于前27%与后27%的研究一的被试中，选择了21名访谈对象进行半结构化访谈。

研究一结果表明：（1）ICT响应期望对职场通讯压力的直接效应显著；（2）负面评价恐惧的中介效应显著，ICT响应期望显著正向影响负面评价恐惧，进而增强职场通讯压力；（3）尽管ICT响应期望能够显著激活印象管理动机，印象管理动机也能够显著增强职场通讯压力，但印象管理动机的中介效应并不显著；（4）社会自我效能感显著负向调节负面评价恐惧对职场通讯压力的影响，以及负面评价恐惧的中介效应，有调节的中介效应得到部分验证。研究二结果表明：（1）个体会出于担心来自工作相关者的负面评价以及营造自己在组织中良好形象的动机，而产生职场通讯压力；（2）个人、情境、团队和组织4个方面的15类因素会共同作用，影响职场通讯压力的形成；（3）个体对负面评价恐惧相关行为的识别更加敏感，态度较为中立，但对印象管理动机相关行为的识别相对较弱，并展现出更多消极的态度倾向。

本研究验证了ICT响应期望通过激发个体的负面评价恐惧导致职场通讯压力的影响机制，发现了个体认知评价与情境、团队、组织因素综合作用对职场通讯压力的影响过程，丰富了中国背景下职场通讯压力形成机制的研究成果，促进了压力认知评价理论在中国的本土化应用，有助于员工和组织在深入理解职场通讯压力内涵与源起的基础上，更加有的放矢地寻找缓解压力的干预办法。

As more and more organizations begin to make widespread use of information and communication technologies (ICT) for work, a new type of workplace stress-workplace telepressure-has emerged. Extensive research has been conducted both at home and abroad on the negative effects of workplace telepressure on employees' physical and mental health, work-family relationship and work performance, but less research has been conducted on its antecedent variables and formation mechanisms. In the face of work pressure, it is important to know its root cause in order to find targeted solutions to alleviate it. Therefore, this study hopes to further investigate the influence mechanism and boundary conditions of ICT response expectation on workplace telepressure from the perspective of cognitive appraisal theory of stress, and to explore the formation process of workplace telepressure in real workplace environments.

Two sub-studies were designed using the interpretive sequential mixed research paradigm. In Study 1, a questionnaire approach was used to collect data on the ICT response expectation, social self-efficacy, fear of negative evaluation, impression management motivation and workplace telepressure from 291 employees of organizations using ICT for office, using online questionnaires at three time waves, with a one-week interval between each wave. Study 2 used behavioral event interview to explore the combined factors that affect individuals' workplace telepressure in the real workplace settings. Based on the results of data analysis in Study 1,  purposive sampling method was used to select 21 interviewees for semi-structured interviews from the subjects in Study 1, whose level of workplace telepressure was in the top 27% versus the bottom 27%, with subjects under 30 years old as the main group, and subjects in other age groups as the supplementary group.

The results of Study 1 showed that (1) the direct effect of ICT response expectation on workplace telepressure was significant; (2) the mediating effect of the fear of negative evaluation was significant, and ICT response expectation significantly and positively influenced the fear of negative evaluation, which in turn enhanced workplace telepressure; (3) although ICT response expectation can significantly activate impression management motivation, and impression management motivation can also significantly enhance workplace telepressure, the mediating effect of impression management motivation is not significant; (4) social self-efficacy significantly and negatively moderated the effect of the fear of negative evaluation on workplace telepressure, as well as the mediating effect of the fear of negative evaluation, and the moderated mediating effect was partially verified. The results of Study 2 indicated that (1) individuals would generate workplace telepressure out of the fear of negative evaluations from work stakeholders and the motivation to create a good image of themselves in the organization; (2) 15 types of factors from four aspects: personal, situational, team, and organizational would work together to influence the formation of workplace telepressure; (3) individuals were more sensitive to the identification of the fear of negative evaluation-related behaviors and had more neutral attitudes, but relatively weaker in the identification of impression management motivation-related behaviors and show more negative attitudinal tendencies.

This study verified the influence mechanism of ICT response expectation on workplace telepressure by stimulating individuals' fear of negative evaluation, and investigate the process of the influence of individual cognitive appraisal and situational, team and organizational factors on workplace telepressure, which enriched the research results on the formation mechanism of workplace telepressure under the Chinese background. It promotes the localized application of cognitive appraisal theory of stress in China, and helps both employees and organizations to find more targeted interventions to relieve pressure based on a deeper understanding of the connotation and origin of workplace telepressure.