摘要
基于情绪认知评价理论,构建了职场妒忌对创新绩效的影响过程模型,检验了职场妒忌的积极面。通过分析3个不同时间点收集的385份样本数据发现:(1)职场妒忌通过认知重评间接影响创新绩效;(2)职场妒忌通过优势导向工作重塑间接影响创新绩效;(3)认知重评与优势导向工作重塑在两者关系中起到链式中介作用;(4)核心自我评价调节职场妒忌与认知重评间的正向关系;同时通过调节链式中介作用而正向调节职场妒忌与创新绩效之间的关系。
Based on the cognitive appraisal theory of emotion,this study constructs a process model for the influence of work-place envy on creative performance and examines the potential positive aspects of workplace envy.Based on data from 385 samples collected through three different time points,the results show that:(1)workplace envy is indirectly related to crea-tive performance via cognitive reappraisal;(2)workplace envy is indirectly related to creative performance via job crafting toward strengths;(3)cognitive reappraisal and job crafting towards strengths plays a chain mediating role in the relationship between the two;(4)core self-evaluation moderates the positive relationship between workplace envy and cognitive reap-praisal;meanwhile it positively moderates the relationship between workplace envy and creative performance by moderating the chain mediation effect.
作者
于维娜
李敏
李冬冬
徐伟涛
YU Wei-na;LI Min;LI Dong-dong;XU Wei-tao(School of Business,Shandong Normal University,Jinan 250358;Cloud Inspur Information Technology Co.,Ltd.,Jinan 250358)
出处
《软科学》
北大核心
2023年第10期47-54,共8页
Soft Science
基金
国家自然科学基金项目(71802118)
山东省自然科学基金项目(ZR2018QG005)。
关键词
职场妒忌
认知重评
优势导向工作重塑
创新绩效
核心自我评价
workplace envy
cognitive reappraisal
job crafting towards strengths
creative performance
core self-evaluation
