ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2015, Vol. 47 ›› Issue (6): 826-836.doi: 10.3724/SP.J.1041.2015.00826

• 论文 • 上一篇    

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

刘小禹1;刘军2;许浚3;吴蓉蓉2   

  1. (1对外经济贸易大学国际商学院, 北京 100029) (2中国人民大学商学院, 北京 100872) (3香港大学商学院, 香港 999077)
  • 收稿日期:2014-04-11 出版日期:2015-06-25 发布日期:2015-06-25
  • 通讯作者: 刘军, E-mail: junliu@ruc.edu.cn
  • 基金资助:

    国家自然科学基金委员与香港研究资助局联合资助项目(71061160504_HKU778/10)、国家自然科学基金青年科学基金-面上项目连续资助项目(71372005)、对外经济贸易大学优秀青年学者培育计划(2013YQ04)、北京高等学校青年英才计划项目(YETP0893)资助。

The Effect of Workplace Ostracism on Proactive Behavior: The Self-Verification Theory Perspective

LIU Xiaoyu1; LIU Jun2; HUI Chun3; WU Rongrong2   

  1. (1 Business School, University of International Business and Economics, Beijing 100029, China) (2 School of Business, Renmin University of China, Beijing 100872, China) (3 School of Business, University of Hong Kong, HongKong, 999077)
  • Received:2014-04-11 Online:2015-06-25 Published:2015-06-25
  • Contact: LIU Jun, E-mail: junliu@ruc.edu.cn

摘要:

从被排斥个体的角度出发, 以自我验证理论视角, 研究了职场排斥对员工主动性行为的影响机制, 考察在以上关系中员工的组织自尊的中介作用和员工的个性特征神经质的调节作用。针对3次追踪调查所得的403名员工和主管配对数据的层级回归分析发现:职场排斥对员工的组织自尊和主动性行为具有显著的负向影响; 组织自尊对主动性行为有显著的正向影响; 组织自尊中介了职场排斥与员工主动性行为之间的关系; 神经质增强了职场排斥与组织自尊之间的关系, 员工神经质程度越高, 职场排斥与组织自尊之间的负向关系就越强。

关键词: 职场排斥, 主动性行为, 自我验证, 组织自尊, 神经质

Abstract:

Employee proactive behavior and workplace ostracism have received increasing attention nowadays. Extant studies which have empirically tested the relationship between workplace ostracism and employee in-role behavior (e.g., job performance) or extra-role behavior (e.g., contextual performance and organizational citizenship behavior) mostly based on social exchange or social identity theory. Few studies have investigated the relation between workplace ostracism and employee proactive behavior. Drawing on the self-verification theory perspective, the present study aimed to examine the influence mechanism of workplace ostracism on employee proactive behavior, especially the mediating role of organization-based self-esteem and the moderating role of neuroticism. The participants of this study were 403 employee-supervisor dyads from three large engineering machinery manufacturing enterprises in Fujian province. Three waves of data collection with two-month intervals were conducted to reduce the potential common method bias. In the first-wave survey (T1), employees reported their neuroticism, conscientiousness, perceived workplace ostracism and demographic variables. In the second-wave survey (T2), employees who had completed first wave questionnaires were surveyed again and were required to rate their organizational-based self-esteem. In the third wave survey (T3), employees’ supervisors were surveyed in order to obtain the employees’ proactive behaviors. The final sample was 403 employee-supervisor dyads with a response rate of 49.75%. We conducted hierarchical regression modeling to test the hypotheses. Results showed that workplace ostracism was negatively related to organization-based self-esteem; organization-based self-esteem was positively related to employees’ proactive behavior; workplace ostracism was negatively related to employees’ proactive behavior and organization-based self-esteem fully mediated the relation between workplace ostracism and proactive behavior; neuroticism strengthened the relation between workplace ostracism and organization-based self-esteem, such that the higher the level of employee’s neuroticism, the stronger the negative relation between workplace ostracism and organization-based self-esteem. This study offers following major contributions. First, this study fills in the gap of the research on the relation between workplace ostracism and employee proactive behaviors, investigates the influence mechanism of workplace ostracism on employee proactive behavior and broadens the research on the antecedents of employee proactive behavior. Second, previous research often explored the effects of workplace ostracism on employee attitude and behavior from the social exchange theory or social identity theory perspective, this study explores the influence mechanism of workplace ostracism on employee proactive behavior based on self- verification theory, which broadens the research perspectives of the influence mechanism of workplace ostracism. Third, this study combines the moderating role of neuroticism and the mediating role of organizational-based self-esteem to explore the influence mechanism of workplace ostracism on employee proactive behavior, thus it contributes to understanding the black box between workplace ostracism and employee proactive behavior.

Key words: workplace ostracism, proactive behavior, self-verification, organizational-based self-esteem, neuroticism