职场排斥影响员工建言吗?——资源保存理论视角
|
摘要
普遍存在于组织中的职场排斥对个人和组织具有一系列消极影响。以288份主管-下属的配对调查问卷检验了职场排斥对建言行为的影响机制,分析了内部人身份感知在职场排斥与员工建言行为之间的中介作用,以及建言自我效能感对内部人身份感知与建言行为的调节作用。研究结果表明,职场排斥对自身工作建言行为和非自身工作建言行为有显著负向影响;内部人身份感知部分中介职场排斥对员工自身工作建言行为和非自身工作建言行为的作用;建言自我效能感在内部人身份感知对自身工作建言行为影响中起正向调节作用,但在内部人身份感知对非自身工作建言行为影响中不具有调节作用。研究对企业干预职场排斥、增加员工自身工作建言和非自身工作建言具有重要指导意义。
Workplace ostracism which commonly exists in organizations can exert a series of negative influence on individuals and organizations.Based on the questionnaire survey of 288 subordinate-supervisor dyads, this research examines the effecting mechanism of workplace ostracism on employee voice behavior and analyzes the mediating effect of perceived insider status between workplace ostracism and employee voice behavior as well as the moderating effect of voice behavior self-efficacy between the perceived insider status and voice behavior. The results show that workplace ostracism has significant negative effect on self-job-concerned voice behaviors and self-job-unconcerned voice behaviors; perceived insider status partially mediates the effect of workplace ostracism on self-job-concerned and self-job-unconcerned voice behaviors and voice behavior self-efficacy positively moderates the effect of perceived insider status on self-job-concerned voice behavior but it does not moderate the effect of perceived insider status on self-job-unconcerned voice behaviors. This research is significant for enterprises to prevent workplace ostracism and encourage employee voice behavior.
Workplace ostracism which commonly exists in organizations can exert a series of negative influence on individuals and organizations.Based on the questionnaire survey of 288 subordinate-supervisor dyads, this research examines the effecting mechanism of workplace ostracism on employee voice behavior and analyzes the mediating effect of perceived insider status between workplace ostracism and employee voice behavior as well as the moderating effect of voice behavior self-efficacy between the perceived insider status and voice behavior. The results show that workplace ostracism has significant negative effect on self-job-concerned voice behaviors and self-job-unconcerned voice behaviors; perceived insider status partially mediates the effect of workplace ostracism on self-job-concerned and self-job-unconcerned voice behaviors and voice behavior self-efficacy positively moderates the effect of perceived insider status on self-job-concerned voice behavior but it does not moderate the effect of perceived insider status on self-job-unconcerned voice behaviors. This research is significant for enterprises to prevent workplace ostracism and encourage employee voice behavior.
引文
[1]MOK A,CREMER D D.The bonding effect of money in the workplace:priming money weakens the negative relationship between ostracism and prosocial behaviour[J].European Journal of Work&Organizational Psychology,2015,25(2):272-286.
[2]POON K T,CHEN Z,DEWALL C N.Feeling entitled to more:ostracism increases dishonest behavior[J].Personality&Social Psychology Bulletin,2013,39(9):1227-1239.
[3]BALLIET D,FERRIS D L.Ostracism and prosocial behavior:a social dilemma perspective[J].Organizational Behavior&Human Decision Processes,2013,120(2):298-308.
[4]闫艳玲,周二华,刘婷.职场排斥与反生产行为:状态自控和心理资本的作用[J].科研管理,2014,35(3):82-90.
[5]FERRIS D L,LIAN H W,BROWN D J,MORRISON R.Ostracism,self-esteem,and job performance:when do we self-verify and when do we self-enhance?[J].Academy of Management Journal,2015,58(1):279-297.
[6]李锐.职场排斥对员工职外绩效的影响:组织认同和工作投入的中介效应[J].管理科学,2010,23(3):23-31.
[7]叶仁荪,倪昌红,黄顺春.职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用[J].管理评论,2015,27(8):127-140.
[8]LIU J,KWAN H K,LEE C,HUI C.Work-to-family spillover effects of workplace ostracism:the role of work-home segmentation preferences[J].Human Resource Management,2013,52(1):75-93.
[9]刘小禹,刘军,许浚,吴蓉蓉.职场排斥对员工主动性行为的影响机制---基于自我验证理论的视角[J].心理学报,2015,47(6):826-836.
[10]HOBFOLL S E.The influence of culture,community,and the nested-self in the stress process:advancing conservation of resources theory[J].Applied Psychology,2001,50(3):337-421.
[11]FOX S,STALLWORTH L E.Racial/ethnic bullying:exploring links between bullying and racism in the US workplace[J].Journal of vocational behavior,2005,66(3):438-456.
[12]吕波,齐旭高.避免组织成员边缘化倾向的人力资源策略[J].经济管理,2008,20(19/20):61-64.
[13]STAMPER C L,MASTERSON S S.Insider or outsider?how employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,2002,23(8):875-894.
[14]HOBFOLL S E.Conservation of resources:a new attempt at conceptualizing stress[J].American Psychologist,1989,44(3):513-524.
[15]WANG J,KIM T Y.Proactive socialization behavior in China:the mediating role of perceived insider status and the moderating role of supervisors'traditionality[J].Journal Organizational Behavior,2013,34(3):389-406.
[16]赵红丹,汤先萍.内部人身份认知研究述评[J].外国经济与管理,2015,37(4):51-52.
[17]李燕萍,刘宗华,郑馨怡.组织认同对建言的影响:基于组织的自尊和工作价值观的作用[J].商业经济与管理,2016(3):46-55.
[18]FERRIS D L,BROWN D J,BERRY J W,LIAN H W.The development and validation of the workplace ostracism scale[J].Journal of Applied Psychology,2008,93(6):1348-1366.
[19]RAMSEY A T,JONES E E.Minding the interpersonal gap:mindfulness-based interventions in the prevention of ostracism[J].Consciousness and Cognition,2015,31(31):24-34.
[20]HALBESLEBEN J R.Sources of social support and burnout:a meta-analytic test of the conservation of resources model[J].Journal of Applied Psychology,2006,91(5):1134-1145.
[21]LEUNGA A S M,WUB L Z,CHENA Y Y,YOUNGA M.N.The impact of workplace ostracism in service organizations[J].International Journal of Hospitality Management,2011,30(4):836-844.
[22]NG T W H,FELDMAN D C.Changes in perceived supervisor embeddedness:effects on employees'embeddedness,organizational trust,and voice behavior[J].Personnel Psychology,2013,66(3):645-685.
[23]WITHEY M J,COOPER W H.Predicting exit,voice,loyalty,and neglect[J].Administrative Science Quarterly,1989,34(4):521-539.
[24]JANSSEN O,DE VRIES T,COZIJNSEN A J.Voicing by adapting and innovating employees:an empirical study on how personality and environment interact to affect voice behavior[J].Human Relations,1998,51(7):945-967.
[25]LIANG J,FARH C I C,FARH J L.Psychological antecedents of promotive and prohibitive voice:a two-wave examination[J].A-cademy of Management Journal,2012,55(1):71-92.
[26]WU W,TANG F,DONG X,LIU C.Different identifications cause different types of voice:a role identity approach to the relations between organizational socialization and voice[J].Asia Pacific Journal of Management,2015,32(1):251-287.
[27]CHIABURU D S.From interactional justice to citizenship behaviors:role enlargement or role discretion?[J].Social Justice Research,2007,20(2):207-227.
[28]ROBINSON S L,O'REILLY J,WANG W.Invisible at work an integrated model of workplace ostracism[J].Journal of Management,2013,39(1):203-231.
[29]LIAO P.The Role of Self Concept in the mechanism linking proactive personality to employee work outcomes[J].Applied Psychology,2015,64(2):421-443.
[30]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1371-1382.
[31]KNAPP J R,SMITH B R,SPRINKLE,T A.Clarifying the relational ties of organizational belonging:understanding the roles of perceived insider status,psychological ownership,and organizational identification[J].Journal of Leadership&Organizational Studies,2014,21(3):273-285.
[32]黄亮,彭璧玉.工作幸福感对员工创新绩效的影响机制---一个多层次被调节的中介模型[J].南开管理评论,2015,18(2):15-29.
[33]LAPALME M,STAMPER C L,SIMARD G,TREMBLAY M.Bringing the outside in:can"external"workers experience insider status[J].Journal of Organizational Behavior,2009,30(7):919-940.
[34]CHEN Z X,ARYEE S.Delegation and employee work outcomes:an examination of the cultural context of mediating processes in China[J].Academy of Management Journal,2007,50(1):226-238.
[35]WU L Z,YIM F H,KWAN H K,ZHANG X M.Coping with workplace ostracism:the roles of ingratiation and political skill in employee psychological distress[J].Journal of Management Studies,2012,49(1):178-199.
[36]王雁飞,蔡如茵,林星驰.内部人身份认知与创新行为的关系---一个有调节的中介效应模型研究[J].外国经济与管理,2014,36(10):40-53.
[37]BANDURA A.Self-efficacy:toward a unifying theory of behavioral change[J].Psychological Review,1977,84(2):191-215.
[38]SALLY K,LINDA B,JANE A.Efficacy of a group-based parenting program on stress and self-efficacy among japanese mothers:a quasi-experimental study[J].Nursing and Health Sciences,2013,15(4):454-460.
[39]BONG M,SKAALVIK E M.Academic self-concept and self-efficacy:how different are they really?[J].Educational Psychology Review,2003,15(1):1-40.
[40]TANGIRALA S,RAMANUJAM R.Ask and you shall hear(but not always):examining the relationship between manager consultation and employee voice[J].Personnel Psychology,2012,65(2):251-282.
[41]GIST M E,MITCHELL T R.Self-efficacy:a theoretical analysis of its determinants and malleability[J].Academy of Management Review,1992,17(2):183-211.
[42]段锦云,魏秋江.建言效能感结构及其在员工建言行为发生中的作用[J].心理学报,2012,44(7):972-985.
[43]JANSSEN O,GAO L.Supervisory responsiveness and employee self-perceived status and voice behavior[J].Journal of Management,2015,41(7):1854-1872.
[44]SPREITZER G M.Psychological empowerment in the workplace:dimensions,measurement,and validation[J].Academy of Management Journal,1995,38(5):1442-1465.
[45]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[46]AIKEN L S,WEST S G.Multiple regression:testing and interpreting interactions[M].Newbury Park,CA:Sage,1991.
[47]黄光国.面子---中国人的权力游戏[M].北京:中国人民大学出版社,2004.
[48]FRIEDMAN R,LIU L A.An Expectancy model of Chinese-American differences in conflict-avoiding[J].Journal of International Business Studies,2006,37(4):572-573.
[49]LIU W,ZHU R,YANG Y.I warn you because I like you:voice behavior,employee identifications,and transformational leadership[J].Leadership Quarterly,2010,21(1):189-202.
[2]POON K T,CHEN Z,DEWALL C N.Feeling entitled to more:ostracism increases dishonest behavior[J].Personality&Social Psychology Bulletin,2013,39(9):1227-1239.
[3]BALLIET D,FERRIS D L.Ostracism and prosocial behavior:a social dilemma perspective[J].Organizational Behavior&Human Decision Processes,2013,120(2):298-308.
[4]闫艳玲,周二华,刘婷.职场排斥与反生产行为:状态自控和心理资本的作用[J].科研管理,2014,35(3):82-90.
[5]FERRIS D L,LIAN H W,BROWN D J,MORRISON R.Ostracism,self-esteem,and job performance:when do we self-verify and when do we self-enhance?[J].Academy of Management Journal,2015,58(1):279-297.
[6]李锐.职场排斥对员工职外绩效的影响:组织认同和工作投入的中介效应[J].管理科学,2010,23(3):23-31.
[7]叶仁荪,倪昌红,黄顺春.职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用[J].管理评论,2015,27(8):127-140.
[8]LIU J,KWAN H K,LEE C,HUI C.Work-to-family spillover effects of workplace ostracism:the role of work-home segmentation preferences[J].Human Resource Management,2013,52(1):75-93.
[9]刘小禹,刘军,许浚,吴蓉蓉.职场排斥对员工主动性行为的影响机制---基于自我验证理论的视角[J].心理学报,2015,47(6):826-836.
[10]HOBFOLL S E.The influence of culture,community,and the nested-self in the stress process:advancing conservation of resources theory[J].Applied Psychology,2001,50(3):337-421.
[11]FOX S,STALLWORTH L E.Racial/ethnic bullying:exploring links between bullying and racism in the US workplace[J].Journal of vocational behavior,2005,66(3):438-456.
[12]吕波,齐旭高.避免组织成员边缘化倾向的人力资源策略[J].经济管理,2008,20(19/20):61-64.
[13]STAMPER C L,MASTERSON S S.Insider or outsider?how employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior,2002,23(8):875-894.
[14]HOBFOLL S E.Conservation of resources:a new attempt at conceptualizing stress[J].American Psychologist,1989,44(3):513-524.
[15]WANG J,KIM T Y.Proactive socialization behavior in China:the mediating role of perceived insider status and the moderating role of supervisors'traditionality[J].Journal Organizational Behavior,2013,34(3):389-406.
[16]赵红丹,汤先萍.内部人身份认知研究述评[J].外国经济与管理,2015,37(4):51-52.
[17]李燕萍,刘宗华,郑馨怡.组织认同对建言的影响:基于组织的自尊和工作价值观的作用[J].商业经济与管理,2016(3):46-55.
[18]FERRIS D L,BROWN D J,BERRY J W,LIAN H W.The development and validation of the workplace ostracism scale[J].Journal of Applied Psychology,2008,93(6):1348-1366.
[19]RAMSEY A T,JONES E E.Minding the interpersonal gap:mindfulness-based interventions in the prevention of ostracism[J].Consciousness and Cognition,2015,31(31):24-34.
[20]HALBESLEBEN J R.Sources of social support and burnout:a meta-analytic test of the conservation of resources model[J].Journal of Applied Psychology,2006,91(5):1134-1145.
[21]LEUNGA A S M,WUB L Z,CHENA Y Y,YOUNGA M.N.The impact of workplace ostracism in service organizations[J].International Journal of Hospitality Management,2011,30(4):836-844.
[22]NG T W H,FELDMAN D C.Changes in perceived supervisor embeddedness:effects on employees'embeddedness,organizational trust,and voice behavior[J].Personnel Psychology,2013,66(3):645-685.
[23]WITHEY M J,COOPER W H.Predicting exit,voice,loyalty,and neglect[J].Administrative Science Quarterly,1989,34(4):521-539.
[24]JANSSEN O,DE VRIES T,COZIJNSEN A J.Voicing by adapting and innovating employees:an empirical study on how personality and environment interact to affect voice behavior[J].Human Relations,1998,51(7):945-967.
[25]LIANG J,FARH C I C,FARH J L.Psychological antecedents of promotive and prohibitive voice:a two-wave examination[J].A-cademy of Management Journal,2012,55(1):71-92.
[26]WU W,TANG F,DONG X,LIU C.Different identifications cause different types of voice:a role identity approach to the relations between organizational socialization and voice[J].Asia Pacific Journal of Management,2015,32(1):251-287.
[27]CHIABURU D S.From interactional justice to citizenship behaviors:role enlargement or role discretion?[J].Social Justice Research,2007,20(2):207-227.
[28]ROBINSON S L,O'REILLY J,WANG W.Invisible at work an integrated model of workplace ostracism[J].Journal of Management,2013,39(1):203-231.
[29]LIAO P.The Role of Self Concept in the mechanism linking proactive personality to employee work outcomes[J].Applied Psychology,2015,64(2):421-443.
[30]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1371-1382.
[31]KNAPP J R,SMITH B R,SPRINKLE,T A.Clarifying the relational ties of organizational belonging:understanding the roles of perceived insider status,psychological ownership,and organizational identification[J].Journal of Leadership&Organizational Studies,2014,21(3):273-285.
[32]黄亮,彭璧玉.工作幸福感对员工创新绩效的影响机制---一个多层次被调节的中介模型[J].南开管理评论,2015,18(2):15-29.
[33]LAPALME M,STAMPER C L,SIMARD G,TREMBLAY M.Bringing the outside in:can"external"workers experience insider status[J].Journal of Organizational Behavior,2009,30(7):919-940.
[34]CHEN Z X,ARYEE S.Delegation and employee work outcomes:an examination of the cultural context of mediating processes in China[J].Academy of Management Journal,2007,50(1):226-238.
[35]WU L Z,YIM F H,KWAN H K,ZHANG X M.Coping with workplace ostracism:the roles of ingratiation and political skill in employee psychological distress[J].Journal of Management Studies,2012,49(1):178-199.
[36]王雁飞,蔡如茵,林星驰.内部人身份认知与创新行为的关系---一个有调节的中介效应模型研究[J].外国经济与管理,2014,36(10):40-53.
[37]BANDURA A.Self-efficacy:toward a unifying theory of behavioral change[J].Psychological Review,1977,84(2):191-215.
[38]SALLY K,LINDA B,JANE A.Efficacy of a group-based parenting program on stress and self-efficacy among japanese mothers:a quasi-experimental study[J].Nursing and Health Sciences,2013,15(4):454-460.
[39]BONG M,SKAALVIK E M.Academic self-concept and self-efficacy:how different are they really?[J].Educational Psychology Review,2003,15(1):1-40.
[40]TANGIRALA S,RAMANUJAM R.Ask and you shall hear(but not always):examining the relationship between manager consultation and employee voice[J].Personnel Psychology,2012,65(2):251-282.
[41]GIST M E,MITCHELL T R.Self-efficacy:a theoretical analysis of its determinants and malleability[J].Academy of Management Review,1992,17(2):183-211.
[42]段锦云,魏秋江.建言效能感结构及其在员工建言行为发生中的作用[J].心理学报,2012,44(7):972-985.
[43]JANSSEN O,GAO L.Supervisory responsiveness and employee self-perceived status and voice behavior[J].Journal of Management,2015,41(7):1854-1872.
[44]SPREITZER G M.Psychological empowerment in the workplace:dimensions,measurement,and validation[J].Academy of Management Journal,1995,38(5):1442-1465.
[45]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[46]AIKEN L S,WEST S G.Multiple regression:testing and interpreting interactions[M].Newbury Park,CA:Sage,1991.
[47]黄光国.面子---中国人的权力游戏[M].北京:中国人民大学出版社,2004.
[48]FRIEDMAN R,LIU L A.An Expectancy model of Chinese-American differences in conflict-avoiding[J].Journal of International Business Studies,2006,37(4):572-573.
[49]LIU W,ZHU R,YANG Y.I warn you because I like you:voice behavior,employee identifications,and transformational leadership[J].Leadership Quarterly,2010,21(1):189-202.