1 暨南大学管理学院, 广州 510632
2 中山大学岭南学院, 广州 510275
3 一汽-大众汽车有限公司佛山分公司, 广东 佛山 528237
收稿日期:2017-09-11出版日期:2019-01-25发布日期:2018-11-26通讯作者:严鸣基金资助:* 国家自然科学基金项目(71772076);* 国家自然科学基金项目(71502042);* 国家自然科学基金项目(71702204);广东省哲学社会科学“十二五”规划2015年度学科共建项目(GD15XGL19);广州市哲学社会科学发展“十三五”规划一般课题(2016GZYB08)Hostile retaliation or identity motivation? The mechanisms of how newcomers’ role organizational socialization affects their workplace ostracism
WANG Haibo1, YAN Ming1,*, WU Haibo2, LI Jinrong3, WANG Xiaohui21 Management School, Jinan University, Guangzhou 510632, China
2 Lingnan College, Sun Yat-sen University, Guangzhou 510275, China
3 FAW-Volkswagen Automotive Co. Ltd Foshan Branch, Foshan 528237, China
Received:2017-09-11Online:2019-01-25Published:2018-11-26Contact:YAN Ming 摘要/Abstract
摘要： 以往关于职场排斥形成机制的研究, 主要是基于冲突-报复的视角, 验证了人际冲突对职场排斥具有稳定的预测作用, 而这个解释逻辑很可能对新员工并不适用。本文基于角色认同理论, 考察新员工的角色社会化程度对其职场排斥行为的作用机制。通过对多阶段收集的249对新员工上下级匹配问卷分析发现, 在控制了经典的冲突报复机制之后, 角色认同机制能够解释新员工的职场排斥行为。具体来说, 结果显示：(1)新员工的角色社会化程度负向影响其职场排斥行为; (2)工作疏离感在新员工的角色社会化程度与职场排斥行为之间起中介作用; (3)发展性反馈在新员工的角色社会化程度与工作疏离感的关系中起调节作用; 进一步, (4)发展性反馈调节了工作疏离感对角色社会化程度-职场排斥行为关系的中介作用。本研究结果不仅从理论上拓展了职场排斥行为的研究视角, 为以后的进一步研究提供新的理论框架, 而且从角色认同的视角为组织管理新员工的职场排斥行为提供新思路。
图/表 8
图1本文的研究模型
图1本文的研究模型表1验证性因子分析结果
| 模型 | χ2 | df | χ2/df | RMSEA | CFI | TLI | SRMR |
|---|---|---|---|---|---|---|---|
| 七因子模型：OS; WA; EB; IC; RC; DF;CMV | 1862.23 | 984 | 1.89 | 0.06 | 0.93 | 0.92 | 0.04 |
| 六因子模型：OS; WA; EB; IC; RC; DF | 2018.75 | 1019 | 1.98 | 0.06 | 0.92 | 0.91 | 0.04 |
| 五因子模型：OS+WA; EB; IC; RC; DF | 2985.40 | 1024 | 2.92 | 0.09 | 0.84 | 0.83 | 0.09 |
| 四因子模型：OS+WA; EB; IC+RC; DF | 3408.66 | 1028 | 3.32 | 0.10 | 0.81 | 0.80 | 0.09 |
| 三因子模型：OS+WA +DF; EB; IC+RC; | 4888.68 | 1031 | 4.74 | 0.12 | 0.69 | 0.67 | 0.12 |
| 二因子模型：OS+WA +DF +IC+RC; EB; | 6429.44 | 1033 | 6.22 | 0.14 | 0.56 | 0.54 | 0.15 |
| 单因子模型：OS+WA +DF +IC+RC+EB; | 8774.89 | 1034 | 8.49 | 0.17 | 0.37 | 0.34 | 0.19 |
表1验证性因子分析结果
| 模型 | χ2 | df | χ2/df | RMSEA | CFI | TLI | SRMR |
|---|---|---|---|---|---|---|---|
| 七因子模型：OS; WA; EB; IC; RC; DF;CMV | 1862.23 | 984 | 1.89 | 0.06 | 0.93 | 0.92 | 0.04 |
| 六因子模型：OS; WA; EB; IC; RC; DF | 2018.75 | 1019 | 1.98 | 0.06 | 0.92 | 0.91 | 0.04 |
| 五因子模型：OS+WA; EB; IC; RC; DF | 2985.40 | 1024 | 2.92 | 0.09 | 0.84 | 0.83 | 0.09 |
| 四因子模型：OS+WA; EB; IC+RC; DF | 3408.66 | 1028 | 3.32 | 0.10 | 0.81 | 0.80 | 0.09 |
| 三因子模型：OS+WA +DF; EB; IC+RC; | 4888.68 | 1031 | 4.74 | 0.12 | 0.69 | 0.67 | 0.12 |
| 二因子模型：OS+WA +DF +IC+RC; EB; | 6429.44 | 1033 | 6.22 | 0.14 | 0.56 | 0.54 | 0.15 |
| 单因子模型：OS+WA +DF +IC+RC+EB; | 8774.89 | 1034 | 8.49 | 0.17 | 0.37 | 0.34 | 0.19 |
表2变量的均值、标准差和相关系数
| 变量 | M | SD | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 1. 性别 | 0.79 | 0.41 | ||||||||||
| 2. 年龄 | 2.35 | 0.87 | -0.22** | |||||||||
| 3. 学历 | 2.98 | 0.77 | 0.21** | 0.06 | ||||||||
| 4. 工龄 | 1.73 | 0.87 | -0.22** | 0.25** | 0.16* | |||||||
| 5. 角色社会化程度 | 5.59 | 0.84 | -0.01 | 0.07 | -0.06 | -0.02 | (0.91) | |||||
| 6. 工作疏离感 | 2.13 | 0.93 | -0.02 | -0.20** | -0.11 | -0.03 | -0.29** | (0.95) | ||||
| 7. 发展性反馈 | 5.58 | 1.15 | 0.12 | -0.03 | -0.04 | -0.07 | 0.14* | -0.30** | (0.96) | |||
| 8. 人际冲突 | 1.76 | 0.68 | -0.02 | 0.03 | 0.03 | 0.10 | -0.04 | 0.26** | -0.20** | (0.86) | ||
| 9. 报复认知 | 1.42 | 0.59 | 0.00 | -0.08 | -0.14* | 0.02 | -0.09 | 0.49** | -0.21** | 0.49** | (0.96) | |
| 10. 职场排斥行为 | 1.70 | 0.81 | 0.06 | -0.09 | -0.07 | 0.01 | -0.25** | 0.37** | -0.24** | 0.22** | 0.34** | (0.97) |
表2变量的均值、标准差和相关系数
| 变量 | M | SD | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 1. 性别 | 0.79 | 0.41 | ||||||||||
| 2. 年龄 | 2.35 | 0.87 | -0.22** | |||||||||
| 3. 学历 | 2.98 | 0.77 | 0.21** | 0.06 | ||||||||
| 4. 工龄 | 1.73 | 0.87 | -0.22** | 0.25** | 0.16* | |||||||
| 5. 角色社会化程度 | 5.59 | 0.84 | -0.01 | 0.07 | -0.06 | -0.02 | (0.91) | |||||
| 6. 工作疏离感 | 2.13 | 0.93 | -0.02 | -0.20** | -0.11 | -0.03 | -0.29** | (0.95) | ||||
| 7. 发展性反馈 | 5.58 | 1.15 | 0.12 | -0.03 | -0.04 | -0.07 | 0.14* | -0.30** | (0.96) | |||
| 8. 人际冲突 | 1.76 | 0.68 | -0.02 | 0.03 | 0.03 | 0.10 | -0.04 | 0.26** | -0.20** | (0.86) | ||
| 9. 报复认知 | 1.42 | 0.59 | 0.00 | -0.08 | -0.14* | 0.02 | -0.09 | 0.49** | -0.21** | 0.49** | (0.96) | |
| 10. 职场排斥行为 | 1.70 | 0.81 | 0.06 | -0.09 | -0.07 | 0.01 | -0.25** | 0.37** | -0.24** | 0.22** | 0.34** | (0.97) |
图2主效应模型结果 注：N = 249; *p < 0.05, **p < 0.01 (双尾检验)
图2主效应模型结果 注：N = 249; *p < 0.05, **p < 0.01 (双尾检验)
图3全模型结果 注：N = 249; *p < 0.05, **p < 0.01 (双尾检验)
图3全模型结果 注：N = 249; *p < 0.05, **p < 0.01 (双尾检验)
图4发展性反馈对角色社会化程度和工作疏离感关系的调节效应图
图4发展性反馈对角色社会化程度和工作疏离感关系的调节效应图表3被调节的中介路径Bootstrap分析结果
| 路径 | 角色社会化程度(X) → 工作疏离感(M) → 职场排斥行为(Y) | ||||
|---|---|---|---|---|---|
| 一阶效应PMX | 二阶效应PYM | 直接效应PYX | 间接效应PMXPYM | 总效应PMXPYM + PYX | |
| 低发展性反馈时的路径分析 | -0.50** | 0.22** | -0.14* | -0.11** | -0.25** |
| 高发展性反馈时的路径分析 | -0.15 | 0.22** | -0.14* | -0.03 | -0.18** |
| 两条路径的差异 | 0.35** | 0.00 | 0.00 | 0.08* | 0.07* |
| 两条间接效应路径差异的95%置信区间为[0.03, 0.17]。 | |||||
表3被调节的中介路径Bootstrap分析结果
| 路径 | 角色社会化程度(X) → 工作疏离感(M) → 职场排斥行为(Y) | ||||
|---|---|---|---|---|---|
| 一阶效应PMX | 二阶效应PYM | 直接效应PYX | 间接效应PMXPYM | 总效应PMXPYM + PYX | |
| 低发展性反馈时的路径分析 | -0.50** | 0.22** | -0.14* | -0.11** | -0.25** |
| 高发展性反馈时的路径分析 | -0.15 | 0.22** | -0.14* | -0.03 | -0.18** |
| 两条路径的差异 | 0.35** | 0.00 | 0.00 | 0.08* | 0.07* |
| 两条间接效应路径差异的95%置信区间为[0.03, 0.17]。 | |||||
图5发展性反馈对角色社会化程度与职场排斥行为之间中介效应的调节效应图
图5发展性反馈对角色社会化程度与职场排斥行为之间中介效应的调节效应图参考文献 52
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