摘要
本研究基于压力认知评估理论,从理性认知视角探讨了职场上行比较存在的提升自我和贬损他人效应,以及驱动不同路径效应生效的边界条件和传导机制。本研究通过轮询设计,在3个时间点收集了来自60个团队240位成员的720份人际配对样本,并采用社会关系模型分析数据得出以下结论:在低水平绩效证明目标导向情况下,员工倾向于将上行比较对象评估为挑战,进而激发员工向上行比较对象的学习行为;相反,在高水平绩效证明目标导向情况下,员工倾向于将上行比较对象评估为威胁,进而驱使员工采取针对上行比较对象的社会阻抑。
Upward social comparison is common in workplaces,and many studies have identified its downsides,such as negative emotions and dysfunctional behaviors.However,a few studies have revealed positive effects,such as learning from comparison targets.These conflicting results suggest that the mechanism underlying the effect of upward social comparison in workplaces remains unclear.Furthermore,most research is based on social comparison theory,whereas few studies have explored upward social comparison through a cognitive lens.To fill these research gaps,we drew on the cognitive appraisal theory of stress to investigate upward social comparison in the workplace and determine how and when it yields(mal)adaptive behavioral outcomes.We used a multi-wave,round-robin design to collect data.270 employees from 65 teams agreed to participate.At Time 1,270 employees were invited to assess their workplace upward social comparison,performance-prove goal orientation,social comparison orientation,learning goal orientation,and demographics.251 employees provided valid responses(response rate=93%).Two weeks after Time 1,251 employees were invited to evaluate their challenge and threat appraisals,and 240 employees provided valid responses(response rate=95.6%).Two weeks after Time 2,240 employees were invited to report their learning behaviors towards their coworkers,and meanwhile,employees were invited their received social undermining from coworkers.240 valid responses were received(response rate=100%).Finally,720 dyads from 240 employees from 60 teams were used to test our proposed model.Given that the dyads nested in employees and then employees nested within teams,we tested our hypothesis by multilevel social relations model.To test the conditional indirect effects,a Monte Carlo simulation with 20,000 replications was used to generate the 95%Monte Carlo confidence intervals in R 3.5.The results showed that employees with low levels of performance-prove goal orientation tended to appraise upward social comparison as a challenge,which
作者
宋琪
张璐
高莉芳
程豹
陈扬
SONG Qi;ZHANG Lu;GAO Lifang;CHENG Bao;CHEN Yang(School of Business Administration,Southwestern University of Finance and Economics,Chengdu 611130,China)
出处
《心理学报》
CSSCI
CSCD
北大核心
2023年第4期658-670,共13页
Acta Psychologica Sinica
基金
国家自然科学基金项目(72102189)
教育部人文社会科学研究一般项目(21YJA630007)
中央高校基本科研业务费研究项目(JBK22YJ14和JBK2201025)资助。
关键词
职场上行比较
压力认知评估理论
绩效证明目标导向
挑战性评估
威胁性评估
workplace upward social comparison
the cognitive appraisal theory of stress
performance-prove goal orientation
challenge appraisals
threat appraisals
