【作者】 杨维；

【导师】 占小军；

【作者基本信息】 江西财经大学 ， 企业管理， 2023， 硕士

【摘要】 随着信息化社会的发展和生活节奏的加快,过载的工作任务、过量的信息沟通以及过度的内部竞争等情况与日俱增,企业员工正面临前所未有的工作压力。不文明行为作为员工日常工作中最普遍的负面人际压力源,对员工本身、工作团队甚至社会组织等均具有深远的负面影响。过往二十多年的研究表明,隐蔽的职场不文明行为作为职场阴暗面行为的主要形式仍在持续增加。过往研究主要聚焦于职场不文明行为产生的原因及其诱发的后果上,尽管现有研究对职场不文明行为进行了较为丰富的探讨,对其抑制机制却知之甚少。因此,探索职场不文明行为的抑制因素将有助于从根源处减少职场不文明行为,深化理论界和实践界对于职场不文明行为的理解。为进一步探索职场不文明行为潜在的抑制因素,本研究基于社会信息加工理论,探讨处于同一交互场景中的同事自我牺牲行为对员工心理及行为反应的影响。社会信息加工理论指出,同事自我牺牲行为能够被员工观察并进行加工分析,员工对同事自我牺牲行为的解读能够对员工的态度和行为反应产生重要影响。本研究探究了同事自我牺牲行为对员工职场不文明行为的抑制效应。其中主要研究:(1)同事自我牺牲行为对员工职场不文明行为的直接作用;(2)员工底线心智在同事自我牺牲行为与员工职场不文明行为之间的中介作用;(3)员工特质妒忌在同事自我牺牲行为与员工底线心智之间的调节作用;(4)员工特质妒忌在同事自我牺牲行为通过员工底线心智对员工职场不文明行为的间接调节作用。本研究主要通过三阶段的问卷调查收集研究数据,经过筛选共得到318份有效样本。在数据分析过程中,第一,对各测量量表进行信度分析,以检验测量的可靠性;第二,对各变量进行验证性因子分析,检验主要变量是否具有良好的区分效度;第三,采用Harman单因子检测法检验本研究是否存在严重的共同方法偏差问题;第四,对各变量进行描述性统计及相关性分析;第五,对研究假设进行逐一检验。数据分析结果发现:(1)同事自我牺牲行为对员工职场不文明行为有显著的抑制效应;(2)员工底线心智中介了同事自我牺牲行为与员工职场不文明行为之间的关系,同事自我牺牲行为会通过降低员工底线心智进而减少员工职场不文明行为;(3)员工特质妒忌调节了同事自我牺牲行为与员工底线心智之间的关系,员工特质妒忌越低时两者之间的负向关系越强;(4)员工特质妒忌调节了员工底线心智在同事自我牺牲行为与员工职场不文明行为之间的间接效应,员工特质妒忌越低时这一间接效应越强。本研究丰富了职场不文明行为的研究,也为组织管理职场不文明行为提供了新思路。在理论贡献上,本研究探讨了同事自我牺牲行为对员工职场不文明行为的抑制作用,丰富了职场不文明行为的抑制因素研究;同时,明确了同事自我牺牲行为对员工职场不文明行为之间的作用机理及边界条件,拓展和延伸了关于职场不文明行为、自我牺牲行为的研究内容。在实践启示上,本研究为企业和组织减少和管理职场不文明行为提供了方法和对策。对企业而言,应当积极构建组织中的利他文化,营造良好的奉献氛围。对管理者而言,首先,应当重视组织中做出自我牺牲行为的员工,进行及时的肯定和褒奖,促进自我牺牲精神在组织中的传播;其次,鼓励和组织员工进行心智模式改善的训练,改善员工的心智模式;最后,引导员工之间进行友好良性竞争,尽可能消除员工妒忌心理的负面影响。更多还原

【Abstract】 With the development of the information society and the acceleration of the pace of life,overloaded work tasks,excessive information communication and immoderate internal competition are increasing day by day.Enterprise employees are facing unprecedented work stress.As the most common negative interpersonal stressor in employees’ daily work,workplace incivility has a profound negative impact on employees themselves,work teams,and even social organizations.Research over the past 20 years has shown that covert workplace incivility,as the major form of workplace dark side behavior,continues to increase.Past studies have mainly focused on the causes and consequences of workplace incivility.Although there are many researches on workplace incivility,there is little understanding of its inhibiting mechanism.Therefore,exploring the inhibiting factors of workplace incivility will help to reduce workplace incivility from the root and deepen the understanding of workplace incivility in theoretical and practice fields.In order to further explore the potential inhibitory factors of workplace incivility,based on the social information processing theory,this study explores the psychological and behavioral responses of colleagues’ self-sacrifice behavior to employees in the same interaction scene.Social information processing theory points out that employees can observe and analyze colleagues’ self-sacrifice behavior,and employees’ interpretation of colleagues’ self-sacrifice behavior can have an important impact on employees’ attitudes and behavioral responses.This study explored the inhibitory effect of colleagues’ self-sacrifice behavior on employees’ workplace incivility.The main research is as follows:(1)colleagues’ self-sacrifice behavior has the direct effect on employees’ workplace incivility;(2)the mediating effect of employees’ bottom-line mentality between colleagues’ self-sacrifice behavior and employees’ workplace incivility;(3)the moderating effect of employees’ dispositional envy between colleagues’ selfsacrifice behavior and employees’ bottom-line mentality;(4)employees’ dispositional envy moderates the indirect effect of employees’ self-sacrifice behavior on employees’ workplace incivility through employees’ bottom-line mentality.This study mainly collected research data through a three-stage questionnaire survey,and a total of 318 valid samples were obtained after screening.In the process of data analysis,firstly,the reliability analysis of each measurement scale is carried out to check the reliability of measurement.Secondly,the confirmatory factor analysis is carried out for each variable to test whether the main variables have good discriminative validity.Thirdly,Harman single factor test is used to check whether there was serious common method bias in this study.Fourthly,descriptive statistics and correlation analysis are carried out for each variable.Finally,the research hypothesis is tested one by one.The results of data analysis show that:(1)colleagues’ self-sacrifice behavior has significant inhibitory effect on employees’ workplace incivility;(2)employees’ bottom-line mentality mediates the relationship between colleagues’ self-sacrifice behavior and employees’ workplace incivility;(3)employees’ dispositional envy moderates the relationship between colleagues’ self-sacrifice behavior and employees’ bottom-line mentality,when employees’ dispositional envy is lower,the negative relationship between colleagues’ self-sacrifice behavior and employees’ bottom-line mentality is stronger;(4)employees’ dispositional envy moderates the indirect effect of employees’ self-sacrifice behavior on employees’ workplace incivility through employees’ bottom-line mentality,when employees’ dispositional envy is lower,the indirect effect is stronger.This study enriches the research of workplace incivility,also provides new ideas for the organization and management of workplace incivility.In terms of theoretical contributions,this study explores the inhibitory effect of colleagues’ self-sacrifice behavior on employees’ workplace incivility,and enriches the research on the inhibitory factors of workplace incivility.At the same time,it clarifies the mechanism and boundary conditions between the colleagues’ self-sacrifice and employees’ workplace incivility,and expands and extends the research content of workplace incivility and self-sacrifice behavior.In terms of practical contributions,this study provides methods and countermeasures for enterprises and organizations to reduce and manage workplace incivility.For enterprises,they should actively build an altruistic culture in the organization and create a good atmosphere of dedication.For managers,firstly,they should pay attention to the employees who have made self-sacrifice behavior in the organization,giving them timely recognition and praise,and promoting the spread of self-sacrifice spirit in the organization.Secondly,they should encourage and organize employees to carry out mental model improvement training to improve their mental model.Finally,they should guide the friendly and benign competition among employees and try to eliminate the negative impact of envy among employees.更多还原