摘要
本研究基于趋近−回避系统理论和刻板印象特质相关文献,探讨了员工主动行为对同事的人际收益和代价,以及驱动不同结果生效的边界条件和传导机制。本研究相继通过对三阶段、多来源轮询设计问卷调研(研究1)和情境实验(研究2)收集的数据进行分析,得出以下结论:当员工热情特质处于高水平时,其主动行为会激发同事关系能量,进而驱动同事采取人际促进行为;而当员工热情特质处于低水平时,其主动行为会诱发同事人际反感,从而致使同事采取人际孤立行为。
Personal initiative behavior contributes to organizational success and helps employees navigate workplace uncertainty,and is therefore an essential research topic.However,most studies have focused on the influence of personal initiative behavior on leaders rather than coworkers.Moreover,the findings regarding the interpersonal effects of such behavior on coworkers are inconsistent.To address these issues,we take a contingency perspective that shifts the focus from a binary“good or bad for coworkers”logic to an understanding of the interpersonal benefits and risks of personal initiative behavior.Drawing on research stereotype traits,in this study we examine the moderating effect of the trait of employee warmth trait and explore the differential emotional and behavioral responses of coworkers toward employees with high or low warmth traits.We apply the approach-avoidance systems theory and hypothesize that warm and initiative-taking employees generate relational energy,leading to active facilitation behavior,whereas initiative-taking but non-warm employees may experience interpersonal disliking and subsequent ostracism behavior from coworkers.We conducted two studies to test our hypotheses.Study 1 involved a multi-source round-robin survey to test the proposed model.Each survey wave was separated by a three-week interval.At Time 1,team leaders assessed each team member’s personal initiative behavior and demographics.The team members then rated their own warmth trait and demographics.Three weeks later at Time 2,the team members evaluated relational energy and interpersonal disliking through a round-robin design.Finally,three weeks later at Time 3,they rated their active facilitation behavior and interpersonal ostracism behavior using a round-robin design.The dataset comprised 1,164 dyads of 305 members in 65 teams.In Study 2,to enhance causal inference,a scenario-based experiment with a 2(personal initiative behavior:high vs.low)×2(employee warmth trait:high vs.low)factorial design was conducted.The participa
作者
宋琪
任琪琪
陈扬
任迎伟
SONG Qi;REN Qiqi;CHEN Yang;REN Yingwei(School of Business Administration,Southwestern University of Finance and Economics,Chengdu 611130,China;School of Management and Economics,University of Electronic Science and Technology of China,Chengdu 611731,China;School of Economics and Management,Sichuan Tourism College,Chengdu 610100,China)
出处
《心理学报》
CSSCI
CSCD
北大核心
2023年第12期2013-2034,共22页
Acta Psychologica Sinica
基金
国家自然科学基金项目(72302186)
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(JBK2304113和JBK2307013)资助。
关键词
主动行为
趋近−回避系统
热情特质
关系能量
人际反感
personal initiative behavior
approach-avoidance systems theory
warmth trait
relational energy
interpersonal disliking
