) 武汉大学哲学学院心理学系, 武汉 430072
收稿日期:2020-07-03出版日期:2021-03-15发布日期:2021-01-26通讯作者:严瑜E-mail:yanyu@whu.edu.cn基金资助:国家社科基金项目“基于情绪角色模型的组织中不文明行为的螺旋效应研究”资助(18BGL119)An investigation of the reciprocal effect between workplace incivility and workplace ostracism
ZHAN Siqun, YAN Yu() Department of Phycology, School of Philosophy, Wuhan University, Wuhan 430072, China
Received:2020-07-03Online:2021-03-15Published:2021-01-26Contact:YAN Yu E-mail:yanyu@whu.edu.cn摘要/Abstract
摘要： 工作场所不文明行为与职场排斥间的螺旋效应模型可用道德排除理论和情感事件理论解释。根据道德排除理论遭受工作场所不文明行为会导致受害者与实施者心理距离增加, 进而对实施者实施职场排斥; 从旁观者视角来看, 目睹工作场所不文明行为会影响旁观者的道义公正感和互动公平感进而表现出对实施者的职场排斥, 且该中介过程受到利他性的调节。同样, 基于情感事件理论, 遭受职场排斥会导致职场排斥受害者的消极情绪水平增加促使其成为工作场所不文明行为的实施者。
图/表 5
表1职场排斥与工作场所不文明行为的相关研究
| 研究 | 自变量 | 中介/调节变量 | 因变量 | 理论基础 | 相关发现 |
|---|---|---|---|---|---|
| 创造性过程参与 | 中介：同事嫉妒 调节：帮助性行为 | 职场排斥; 工作场所不文明行为 | 社会比较理论 | 在低帮助性行为水平, 创造性过程参与会通过同事嫉妒的中介作用, 间接影响员工的职场排斥与工作场所不文明行为。 | |
| Chen & Ferris, 2019 | 职场排斥; 工作场所不文明行为 | 中介：受害者的污名化; 公平感 | 合作意愿 | 社会学习理论; 社会信息加工理论 | 与工作场所不文明行为的受害者相比, 第三方与职场排斥的受害者的合作意愿更低。 |
| 组织文化 | 中介：职场排斥; 工作场所不文明行为 | 知识隐藏 | 社会交换理论 | 组织文化会通过职场排斥与工作场所不文明行为的中介作用, 间接影响员工的知识隐藏行为 | |
| 职场排斥; 工作场所不文明行为 | 中介：消极情绪 调节：出生年代 | 破坏意图 | 资源保护理论 | 职场排斥与工作场所不文明行为户通过消极情绪的中介作用, 间接影响员工的破坏意图, 出生年代对其的调节作用存在差异性。 | |
| 职场排斥; 工作场所不文明行为 | 中介：工作压力; 倦怠 调节：心理资本 | 离职倾向 | 资源保护理论 | 低心理资本情境下, 职场排斥会通过工作压力的中介作用, 间接影响员工的离职倾向; 工作场所不文明行为会通过倦怠的中介作用, 间接影响员工的离职倾向。 | |
| 职场排斥; 工作场所不文明行为; 辱虐管理; 性骚扰; 职场破坏 | 无 | 工作倦怠 | 工作需求-资源模型; 资源保护理论 | 职场排斥对工作倦怠影响最大, 其次为工作场所不文明行为, 其他职场虐待行为对工作倦怠影响较小。 |
表1职场排斥与工作场所不文明行为的相关研究
| 研究 | 自变量 | 中介/调节变量 | 因变量 | 理论基础 | 相关发现 |
|---|---|---|---|---|---|
| 创造性过程参与 | 中介：同事嫉妒 调节：帮助性行为 | 职场排斥; 工作场所不文明行为 | 社会比较理论 | 在低帮助性行为水平, 创造性过程参与会通过同事嫉妒的中介作用, 间接影响员工的职场排斥与工作场所不文明行为。 | |
| Chen & Ferris, 2019 | 职场排斥; 工作场所不文明行为 | 中介：受害者的污名化; 公平感 | 合作意愿 | 社会学习理论; 社会信息加工理论 | 与工作场所不文明行为的受害者相比, 第三方与职场排斥的受害者的合作意愿更低。 |
| 组织文化 | 中介：职场排斥; 工作场所不文明行为 | 知识隐藏 | 社会交换理论 | 组织文化会通过职场排斥与工作场所不文明行为的中介作用, 间接影响员工的知识隐藏行为 | |
| 职场排斥; 工作场所不文明行为 | 中介：消极情绪 调节：出生年代 | 破坏意图 | 资源保护理论 | 职场排斥与工作场所不文明行为户通过消极情绪的中介作用, 间接影响员工的破坏意图, 出生年代对其的调节作用存在差异性。 | |
| 职场排斥; 工作场所不文明行为 | 中介：工作压力; 倦怠 调节：心理资本 | 离职倾向 | 资源保护理论 | 低心理资本情境下, 职场排斥会通过工作压力的中介作用, 间接影响员工的离职倾向; 工作场所不文明行为会通过倦怠的中介作用, 间接影响员工的离职倾向。 | |
| 职场排斥; 工作场所不文明行为; 辱虐管理; 性骚扰; 职场破坏 | 无 | 工作倦怠 | 工作需求-资源模型; 资源保护理论 | 职场排斥对工作倦怠影响最大, 其次为工作场所不文明行为, 其他职场虐待行为对工作倦怠影响较小。 |
图1工作场所不文明行为与职场排斥的螺旋效应模型
图1工作场所不文明行为与职场排斥的螺旋效应模型
图2受害者视角的中介模型
图2受害者视角的中介模型
图3旁观者视角下的有中介的调节模型
图3旁观者视角下的有中介的调节模型
图4基于情感事件理论的中介模型
图4基于情感事件理论的中介模型参考文献 55
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