职场地位:多面性及其动态影响机制

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王碧英¹(

), 高日光²(

), 舒夏俊¹

¹江西师范大学商学院, 南昌 330022
²江西财经大学工商管理学院, 南昌 330013

收稿日期:2019-09-17出版日期:2020-06-15发布日期:2020-04-22
通讯作者:王碧英,高日光E-mail:psyansun@aliyun.com;gaoriguang@aliyun.com

基金资助:* 江西省普通本科高校中青年教师发展计划访问****专项资金项目;江西省“百人远航工程”项目;国家自然科学基金项目(71962015);国家自然科学基金项目(71762016);教育部人文社科研究规划基金项目(19YJA630072);江西省自然科学基金项目(20181BAA208046);江西省高校人文社科研究项目(GL161038);江西省社科规划项目(17GL04)

Workplace status: The multifaceted characteristics and dynamic influence mechanism

WANG Biying¹(

), GAO Riguang²(

), SHU Xiajun¹

¹ School of Business, Jiangxi Normal University, Nanchang 330022, China
² School of Business Administration, Jiangxi University of Finance and Economics, Nanchang 330013, China

Received:2019-09-17Online:2020-06-15Published:2020-04-22
Contact:WANG Biying,GAO Riguang E-mail:psyansun@aliyun.com;gaoriguang@aliyun.com

摘要/Abstract

摘要： 职场地位是职场人士竞相争取的宝贵资源, 不仅有助于个体获得影响力, 改善个体的自我认知和行为表现, 而且能促进组织的有效运转。然而, 在组织管理领域的研究中, 职场地位并没有获得应有的“地位”。本研究拟基于4个时间点的纵向数据, 采用潜增长模型分析方法, 探讨职场地位随着时间推移的动态变化规律以及对员工态度和行为的动态影响机制, 并揭示职场地位双面性的形成机制。本研究不仅系统探讨职场地位的动态性、双面性等多面性特征, 而且为组织管理实践防范职场地位的阴暗面提供丰富的理论依据。

图/表 5

图1职场地位与相关概念的异同

图2本研究的理论框架与研究模型

图3研究1的动态研究模型示意图

图4地位改变的概念模型

图5地位改变的动态影响模型注:图中X代表研究模型中的自变量, 即地位提升/损失, M代表中介变量, 即情绪反应, Y代表因变量, 即态度和行为结果

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