摘要
基于自我损耗理论和自我认同导向理论整合的视角,探讨了职场排斥对员工主动性行为的作用机制。通过对多阶段—多来源的230对上下级配对数据进行分析,结果发现:(1)职场排斥对员工主动性行为具有显著的抑制作用;(2)职场排斥会通过自我损耗的中介作用,对员工的主动性行为产生间接的消极影响;(3)集体认同导向和关系认同导向对职场排斥与自我损耗之间的关系起正向调节作用;(4)个体认同导向对自我损耗和主动性行为之间的关系起正向调节作用;(5)集体认同导向、关系认同导向和个体认同导向能调节自我损耗在职场排斥与员工主动性行为之间的中介作用,表现为有调节的中介作用。研究不仅拓展了职场排斥的研究视角,也为企业的职场排斥和员工主动性行为管理提供了新思路。
Proactive behavior,self-initiated and future-oriented action that aims to change and improve one’s situation or self,has been found to contribute to various positive work outcomes.In the face of increasingly complex and fierce competition environment,how to remove obstacles and effectively motivate employees to take the proactive behavior has become a major challenge for enterprise managers.Building on ego deletion theory and self-identity orientation theory,this study systematically analyzes the internal mechanism and boundary conditions of the influence of workplace rejection on employees’proactive behavior through the establishment of a moderating mediating model,so as to help organizations have a deeper understanding of the negative effects of workplace ostracism and effectively improve employees’proactive behavior.To test the hypotheses in our model,we conducted a survey on 230 employee-supervisor dyads from six companies in Shandong province,China.In order to avoid common method bias,we adopted multi-source and multi-stage survey design,and collected data in three time periods,with two weeks between each time point.In the first round of the survey,employees reported on perceived levels of workplace ostracism and demographic variables(gender,age,and job tenure).In the second round of the survey,employees filled in ego depletion and identity-orientation questionnaires;In the third survey,the employee’s immediate supervisor evaluated the employee’s proactive behavior.In the first round,376 questionnaires were distributed to employees,and 335 valid questionnaires were recovered,with an effective recovery rate of 89.1%.In the second round of survey,335 employees who provided valid questionnaires in the first round were given questionnaires,and 279 valid questionnaires were obtained,with the effective recovery rate of 83.3%.In the third round of the survey,230 valid questionnaires were distributed to the direct supervisors of the employees who provided valid questionnaires in the previous round,and the
作者
朱千林
魏峰
杜恒波
Zhu Qianlin;Wei Feng;Du Hengbo(School of Economics&Management,Tongji University,Shanghai 200092,China;School of Management,Shandong Institute of Business and Technology,Yantai 264005,China)
出处
《科学学与科学技术管理》
CSSCI
CSCD
北大核心
2020年第4期113-129,共17页
Science of Science and Management of S.& T.
基金
教育部人文社会科学研究项目(19YJA630016)。
关键词
职场排斥
自我损耗
认同导向
主动性行为
workplace ostracism
ego depletion
identity orientation
proactive behavior
