), 衷敬红 武汉大学哲学学院心理学系, 武汉 430072
收稿日期:2018-03-02出版日期:2018-12-15发布日期:2018-10-30通讯作者:严瑜E-mail:yanyu@whu.edu.cn基金资助:*国家社科基金一般项目(18BGL119);教育部人文社科一般规划项目资助(17YJA190013)Workplace cyber incivility: The spillover and anti-spillover mechanisms between the reality and the virtual world
YAN Yu(), ZHONG Jinghong Department of Psychology, School of Philosophy, Wuhan University, Wuhan 430072, China
Received:2018-03-02Online:2018-12-15Published:2018-10-30Contact:YAN Yu E-mail:yanyu@whu.edu.cn摘要/Abstract
摘要： 以往研究主要关注职场不文明行为的面对面形式, 发现了其在工作领域和家庭领域间的溢出和交叉效应。但近来研究指出, 职场不文明行为的虚拟形式有其特殊之处, 并具有更加恶劣的影响后果。在综述已有的网络不文明行为研究基础之上, 引入社会临场感的概念, 总结了职场不文明行为在现实工作领域和虚拟工作领域之间的溢出与反溢出机制; 并基于此提出多个研究展望, 建议未来研究以此为出发点, 考察职场网络不文明行为的不同演变模式。
图/表 2
表1网络不文明行为相关研究摘要
| 研究 | 前因变量 | 结果变量 | 中介/调节变量 | 主要发现 |
|---|---|---|---|---|
| Lim & Chin, 2006 | 网络不文明行为 | 领导满意度、离职意图、组织承诺 | 调节: 领导性别 | 男性领导的网络不文明行为明显、直接; 女性领导则隐蔽、间接; 网络不文明行为与领导满意度负相关, 与离职意图正相关, 与组织承诺负相关 |
| 网络不文明行为 | 愤怒、挫折 | 中介: 互动不 公正 调节: 领导性别 | 明显的和隐蔽的网络不文明行为均会导致员工的愤怒和挫折情绪, 互动不公正中介这一过程, 领导性别调节受害者对网络不文明行为的应对方式 | |
| Lim & Teo, 2008 | 网络不文明行为 | 工作满意度 | 调节: 领导性别 | 网络不文明行为会降低员工对领导的满意度, 领导性别调节这一过程 |
| 发送者性别、相对地位、联系时间; 接收者年龄、消极情绪 | 对邮件的情绪 误判 | 调节: 社会背 景、消息内容 (情绪线索) | 工作邮件接收者更易将邮件内容中的情绪性信息误解为消极的, 以此造成不必要的冲突 | |
Teo, 2009 | 网络不文明行为 | 工作满意度、组织承诺、离职意图、职场偏离行为 | 网络不文明行为与员工的工作满意度和组织承诺负相关; 与离职意图和职场偏离行为正相关 | |
et al., 2012 | 网络不文明行为 | 倦怠、旷工、 离职意图 | 调节: 神经质 | 领导网络不文明行为与员工的倦怠、旷工和离职意图正相关, 神经质调节这一过程 |
et al., 2013 | 领导网络行为 (不文明/支持) | 情绪、工作投入度、工作绩效 | 中介: 精力水平 | 领导网络不文明行为与工作投入度、工作绩效负相关; 精力水平中介领导网络不文明行为与消极情绪之间的正相关关系 |
| - | - | - | 探讨了职场网络不文明行为的煽动者、消极后果、干预措施 | |
et al., 2015 | 网络不文明行为 | 工作绩效、工作环境氛围 | 对比了网络不文明行为、网络欺凌、网络骚扰三者之间的区别和概念重叠; 网络不文明行为会降低工作绩效, 污染工作环境 | |
et al., 2015 | 网络行为的文明度 | 规则违反行为 | 调节: 工作负荷 | 高工作负荷的员工更易被网络不文明行为激惹, 进而表现出不文明行为 |
et al., 2015 | 网络不文明行为 | 情绪痛苦、身体 痛苦 | 调节: 工作控制感、与工作的心理分离 | 网络不文明行为造成的情绪和身体痛苦具有延续效应, 工作控制感和与工作的心理分离可以缓冲网络不文明行为的消极效应 |
2016 | 外向性、情绪稳定性 | 网络不文明行为 | 调节: 责任心 | 网络不文明行为与外向性正相关, 与情绪稳定性负相关; 责任心负向调节外向性和情绪稳定性与网络不文明行为的关系 |
et al., 2016 | 网络不文明行为 | 工作绩效 | 中介: 工作满意 度 调节: 积极情绪 | 工作满意度中介网络不文明行为与工作绩效之间的负相关关系; 积极情绪调节网络不文明行为与工作绩效之间的负相关关系 |
| Kim & Carthy, 2016 | 感知的不文明行为的普遍性 | 职场人际关系、工作绩效 | 面对面不文明行为和网络不文明行为之间的潜在差异; 不文明行为对职场人际关系具有消极影响 | |
et al., 2017 | Study1: 网络欺凌、传统欺凌 Study2: 面对面欺凌、面对面不文明行为、网络欺凌、网络不文明行为 | Study1: 抑郁、社会焦虑、自尊 Study2: 旷工、离职、工作满意度、CWB | 调节: 行为的 来源 | 四种类型的职场不当行为均会产生与心理和工作相关的消极后果; 职场网络不文明行为具有更高的发生率, 但其消极效应小于网络欺凌。 |
表1网络不文明行为相关研究摘要
| 研究 | 前因变量 | 结果变量 | 中介/调节变量 | 主要发现 |
|---|---|---|---|---|
| Lim & Chin, 2006 | 网络不文明行为 | 领导满意度、离职意图、组织承诺 | 调节: 领导性别 | 男性领导的网络不文明行为明显、直接; 女性领导则隐蔽、间接; 网络不文明行为与领导满意度负相关, 与离职意图正相关, 与组织承诺负相关 |
| 网络不文明行为 | 愤怒、挫折 | 中介: 互动不 公正 调节: 领导性别 | 明显的和隐蔽的网络不文明行为均会导致员工的愤怒和挫折情绪, 互动不公正中介这一过程, 领导性别调节受害者对网络不文明行为的应对方式 | |
| Lim & Teo, 2008 | 网络不文明行为 | 工作满意度 | 调节: 领导性别 | 网络不文明行为会降低员工对领导的满意度, 领导性别调节这一过程 |
| 发送者性别、相对地位、联系时间; 接收者年龄、消极情绪 | 对邮件的情绪 误判 | 调节: 社会背 景、消息内容 (情绪线索) | 工作邮件接收者更易将邮件内容中的情绪性信息误解为消极的, 以此造成不必要的冲突 | |
Teo, 2009 | 网络不文明行为 | 工作满意度、组织承诺、离职意图、职场偏离行为 | 网络不文明行为与员工的工作满意度和组织承诺负相关; 与离职意图和职场偏离行为正相关 | |
et al., 2012 | 网络不文明行为 | 倦怠、旷工、 离职意图 | 调节: 神经质 | 领导网络不文明行为与员工的倦怠、旷工和离职意图正相关, 神经质调节这一过程 |
et al., 2013 | 领导网络行为 (不文明/支持) | 情绪、工作投入度、工作绩效 | 中介: 精力水平 | 领导网络不文明行为与工作投入度、工作绩效负相关; 精力水平中介领导网络不文明行为与消极情绪之间的正相关关系 |
| - | - | - | 探讨了职场网络不文明行为的煽动者、消极后果、干预措施 | |
et al., 2015 | 网络不文明行为 | 工作绩效、工作环境氛围 | 对比了网络不文明行为、网络欺凌、网络骚扰三者之间的区别和概念重叠; 网络不文明行为会降低工作绩效, 污染工作环境 | |
et al., 2015 | 网络行为的文明度 | 规则违反行为 | 调节: 工作负荷 | 高工作负荷的员工更易被网络不文明行为激惹, 进而表现出不文明行为 |
et al., 2015 | 网络不文明行为 | 情绪痛苦、身体 痛苦 | 调节: 工作控制感、与工作的心理分离 | 网络不文明行为造成的情绪和身体痛苦具有延续效应, 工作控制感和与工作的心理分离可以缓冲网络不文明行为的消极效应 |
2016 | 外向性、情绪稳定性 | 网络不文明行为 | 调节: 责任心 | 网络不文明行为与外向性正相关, 与情绪稳定性负相关; 责任心负向调节外向性和情绪稳定性与网络不文明行为的关系 |
et al., 2016 | 网络不文明行为 | 工作绩效 | 中介: 工作满意 度 调节: 积极情绪 | 工作满意度中介网络不文明行为与工作绩效之间的负相关关系; 积极情绪调节网络不文明行为与工作绩效之间的负相关关系 |
| Kim & Carthy, 2016 | 感知的不文明行为的普遍性 | 职场人际关系、工作绩效 | 面对面不文明行为和网络不文明行为之间的潜在差异; 不文明行为对职场人际关系具有消极影响 | |
et al., 2017 | Study1: 网络欺凌、传统欺凌 Study2: 面对面欺凌、面对面不文明行为、网络欺凌、网络不文明行为 | Study1: 抑郁、社会焦虑、自尊 Study2: 旷工、离职、工作满意度、CWB | 调节: 行为的 来源 | 四种类型的职场不当行为均会产生与心理和工作相关的消极后果; 职场网络不文明行为具有更高的发生率, 但其消极效应小于网络欺凌。 |
图1不文明行为在现实工作情境和虚拟工作情境之间的溢出与反溢出假设模型
图1不文明行为在现实工作情境和虚拟工作情境之间的溢出与反溢出假设模型参考文献 62
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