工作场所不文明行为与职场排斥间的螺旋效应

doi:10.3724/SP.J.1042.2021.00560

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。

关键词: 工作场所不文明行为, 职场排斥, 螺旋效应, 道德排除理论, 情感事件理论

Abstract:

The spiral effect model between uncivilized behavior in the workplace and workplace ostracism can be explained by moral exclusion theory and emotional event theory. According to the theory of moral exclusion, suffering from workplace incivility will lead to the increase of psychological distance between the victim and the perpetrator, which will lead to the workplace ostracism of the perpetrator; From the perspective of bystanders, witnessing workplace incivility will affect the moral sense of justice and interactional justice of the bystanders, which in turn will lead to workplace ostracism of the perpetrator. In addition, the above mediating effect will be moderated by the level of altruism. Based on the emotional events theory, suffering from workplace ostracism will affect the emotional level of the victims of workplace ostracism and will push them to be the perpetrators of workplace incivility.

Key words: workplace incivility, workplace ostracism, spiral effect, moral exclusion, emotional events

中图分类号:

B849: C93

詹思群, 严瑜. (2021). 工作场所不文明行为与职场排斥间的螺旋效应. 心理科学进展 , 29(3), 560-570.

ZHAN Siqun, YAN Yu. (2021). An investigation of the reciprocal effect between workplace incivility and workplace ostracism. Advances in Psychological Science, 29(3), 560-570.

图/表 5

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研究	自变量	中介/调节变量	因变量	理论基础	相关发现
Mao et al., 2020	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。
Shah & Hashmi, 2019	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
Abubakar et al., 2018	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。
Mahfooz et al., 2017	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。
Sulea et al., 2012	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。

研究	自变量	中介/调节变量	因变量	理论基础	相关发现
Mao et al., 2020	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。
Shah & Hashmi, 2019	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
Abubakar et al., 2018	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。
Mahfooz et al., 2017	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。
Sulea et al., 2012	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。