职场排斥对员工家庭的溢出效应：归属需求和工作家庭区隔偏好的作用

doi:10.3724/SP.J.1041.2021.01146

摘要/Abstract

摘要：

以往研究证实了职场排斥会对员工组织内诸多方面产生危害, 然而关于职场排斥向组织外部特别是家庭领域的溢出效应还知之甚少。本研究基于资源保存理论构建了一个有调节的中介效应模型, 探讨职场排斥对员工家庭贬损和家庭满意度的溢出效应和具体机制, 研究结果表明：(1)职场排斥对员工家庭贬损有显著正向作用, 对家庭满意度有显著负向作用; (2)工作压力中介了职场排斥与家庭贬损和家庭满意度的关系; (3)员工归属需求调节了职场排斥对工作压力的影响, 同时调节了工作压力在职场排斥与家庭贬损、家庭满意度之间的中介效应; (4)员工工作家庭区隔偏好调节了工作压力对家庭贬损和家庭满意度的作用, 并且调节了职场排斥通过工作压力对家庭贬损和家庭满意度的中介效应。

关键词: 职场排斥, 家庭贬损, 家庭满意度, 归属需求, 工作家庭区隔偏好

Abstract:

Against the backdrop of fierce competition in the workplace, conflicts of interest and interpersonal frictions in enterprises occur frequently. With cold violence increasingly prevalent, workplace ostracism raises extensive concern for its frequent occurrence, invisibility, and long-term hurtfulness. Compared to Western society, the traditional tolerance and restraint of Chinese culture intensifies the hurtfulness to those who are ostracized. Additionally, the fuzzy work-family boundary of Chinese culture displaces this hurtfulness onto their family through their emotions, attitudes, and behavior, which impairs their lives and future work.
Previous studies have found that workplace ostracism has negative effects on the inner workings of an organization from the perspectives of psychology, attitude, behavior, and performance. However, the spillover effect of workplace ostracism on organizations is rarely discussed. Compared with Western society, Chinese employees maintain relatively vague boundaries between work and family, and the bad experiences of employees in the workplace are more likely to spillover to the family field through employees’ psychological and emotional states, thus affecting their family life and follow-up work. Based on the conservation of resources theory, this paper discusses the spillover effect of workplace ostracism on family undermining and family satisfaction from the perspectives of decreasing positive spillover and increasing negative spillover. Individuals feel threatened and stressed when they lose resources. In light of this, this study constructs and verifies the mediating effect of work stress between workplace ostracism and family undermining and family satisfaction. Furthermore, this study also verifies the boundary effect of individual need for affiliation and work-home segmentation preference in spillover.
Two samples were collected to test the hypotheses. For the first sample, we collected the data at three timepoints with one-month intervals from 16 tourism-service enterprises in Guizhou and Shandong provinces. A total of 264 effective questionnaires were returned. For the second sample, with a one-week interval, the survey was administered to five tourism-service enterprises in Guizhou province, and the final sample consisted of 239 effective questionnaires. We employed hierarchical multiple regression and bootstrapping analyses to test the hypotheses. The results indicated the following: (1) workplace ostracism had a positive effect on family undermining and a negative effect on family satisfaction; (2) workplace stress mediated the relationship between workplace ostracism and family undermining and family satisfaction; (3) need for affiliation positively moderated the effect of workplace ostracism on work stress, while moderating the indirect influence of workplace ostracism on family undermining and family satisfaction via work stress; (4) work-home segmentation preference moderated the effect of work stress on family undermining and family satisfaction, while moderating the indirect influence of workplace ostracism on family undermining and family satisfaction via work stress.
This study has several theoretical and practical implications. Based on the conservation of resources theory, this study demonstrates an increase in negative spillover and a decrease in positive spillover; moreover, this study maps the antecedent variables of family undermining and family satisfaction in the workplace. Furthermore, this study shows that work stress is a key transmission mechanism by which workplace ostracism penetrates the work-family interface and causes a spillover effect, which is a response to the a calling for disclosing “the black box” of the spillover effect of workplace ostracism. Finally, by constructing a moderated mediation model and investigating the influence of workplace ostracism on individuals with a unique need for affiliation and work-home segmentation preference, this study specifies the boundary conditions of the spillover effect for workplace ostracism and contributes valid evidence for the conservation of resources theory. In practice, our study can help service enterprises and their managers to understand the spillover effect of workplace ostracism on the family domain more accurately, and to reduce the negative impact of workplace ostracism by taking effective measures, such as building a harmonious, tolerant, and friendly organizational cultural atmosphere.

Key words: workplace ostracism, family undermining, family satisfaction, need for affiliation, work-home segmentation preference

中图分类号:

B849: C93

邓昕才, 何山, 吕萍, 周星, 叶一娇, 孟洪林, 孔雨柔. (2021). 职场排斥对员工家庭的溢出效应：归属需求和工作家庭区隔偏好的作用. 心理学报, 53(10), 1146-1160.

DENG XinCai, HE Shan, LYU Ping, ZHOU Xing, YE YiJiao, MENG HongLin, KONG Yurou. (2021). Spillover effects of workplace ostracism on employee family life: The Role of need for affiliation and work-home segmentation preference. Acta Psychologica Sinica, 53(10), 1146-1160.

图/表 14

参考文献 61

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模型	χ²	df	RMSEA	CFI	TLI
样本1
六因子模型+CMV：WOS; NA; WS; WHSP; FU; FS; CMV	693.11	388	0.055	0.95	0.94
六因子模型：WOS; NA; WS; WHSP; FU; FS	746.42	419	0.055	0.95	0.94
四因子模型：WOS+NA+WS; WHSP; FU; FS	1960.78	428	0.117	0.75	0.73
二因子模型：WOS+NA+WS; WHSP+FU+FS	2730.38	433	0.142	0.62	0.59
单因子模型：WOS+NA+WS+WHSP+FU+FS	3367.90	434	0.160	0.52	0.48
样本2
八因子模型+CMV：WOS; NA; WS; EE; NE; WHSP; FU; FS; CMV	1548.71	915	0.054	0.94	0.93
八因子模型：WOS; NA; WS; EE; NE; WHSP; FU; FS	1711.77	961	0.057	0.93	0.92
六因子模型：WOS; NA; WS+EE+NE; WHSP; FU; FS	2774.49	974	0.088	0.82	0.81
五因子模型：WOS; NA; WS+EE+NE; WHSP; FU+FS	3309.47	979	0.100	0.77	0.76
三因子模型：WOS+NA; WS+EE+NE; WHSP+FU+FS	4402.18	986	0.121	0.66	0.64
单因子模型：WOS+NA+WS+WHSP+FU+FS	7564.41	989	0.167	0.35	0.32

模型	χ²	df	RMSEA	CFI	TLI
样本1
六因子模型+CMV：WOS; NA; WS; WHSP; FU; FS; CMV	693.11	388	0.055	0.95	0.94
六因子模型：WOS; NA; WS; WHSP; FU; FS	746.42	419	0.055	0.95	0.94
四因子模型：WOS+NA+WS; WHSP; FU; FS	1960.78	428	0.117	0.75	0.73
二因子模型：WOS+NA+WS; WHSP+FU+FS	2730.38	433	0.142	0.62	0.59
单因子模型：WOS+NA+WS+WHSP+FU+FS	3367.90	434	0.160	0.52	0.48
样本2
八因子模型+CMV：WOS; NA; WS; EE; NE; WHSP; FU; FS; CMV	1548.71	915	0.054	0.94	0.93
八因子模型：WOS; NA; WS; EE; NE; WHSP; FU; FS	1711.77	961	0.057	0.93	0.92
六因子模型：WOS; NA; WS+EE+NE; WHSP; FU; FS	2774.49	974	0.088	0.82	0.81
五因子模型：WOS; NA; WS+EE+NE; WHSP; FU+FS	3309.47	979	0.100	0.77	0.76
三因子模型：WOS+NA; WS+EE+NE; WHSP+FU+FS	4402.18	986	0.121	0.66	0.64
单因子模型：WOS+NA+WS+WHSP+FU+FS	7564.41	989	0.167	0.35	0.32

变量	平均值	标准差	1	2	3	4	5	6	7	8
样本1
1. 家庭贬损(T1)	1.45	0.72	-
2. 家庭满意度(T1)	4.21	0.7	-0.38^**	-
3. 职场排斥	1.91	0.79	0.39^**	-0.23^**	-
4 归属需求	3.78	0.74	-0.21^**	-0.19^**	-0.12^*	-
5. 工作压力	2.45	0.81	0.14^*	-0.10	0.35^**	0.09	-
6. 工作家庭区隔偏好	3.35	0.79	-0.02	0.07	-0.02	0.10	0.05	-
7. 家庭贬损(T3)	1.73	0.92	0.17^**	-0.22^**	0.26^**	-0.06	0.35^**	-0.16^*	--
8. 家庭满意度(T3)	4.11	0.73	-0.15^*	0.29^**	-0.24^**	0.11	-0.23^**	0.09	-0.45^**	-
样本2
1. 职场排斥	1.97	0.90	-
2 归属需求	3.74	0.82	-0.02	-
3. 工作压力	2.61	0.67	0.27^**	-0.12	-
4. 情绪耗竭	2.81	0.74	0.26^**	-0.10	0.53^**	-
5. 消极情绪	2.32	0.92	0.27^**	0.01	0.41^**	0.43^**	-
6. 工作家庭区隔偏好	3.19	1.17	0.08	0.13^*	0.25^**	0.17^**	0.12	-
7. 家庭贬损(T3)	2.27	0.87	0.24^**	-0.06	0.38^**	0.32^**	0.31^**	-0.20^**	-
8. 家庭满意度(T3)	3.62	0.98	-0.22^**	-0.18^**	-0.38^**	-0.35^**	-0.29^**	0.16*	-0.30^**	-

变量	平均值	标准差	1	2	3	4	5	6	7	8
样本1
1. 家庭贬损(T1)	1.45	0.72	-
2. 家庭满意度(T1)	4.21	0.7	-0.38^**	-
3. 职场排斥	1.91	0.79	0.39^**	-0.23^**	-
4 归属需求	3.78	0.74	-0.21^**	-0.19^**	-0.12^*	-
5. 工作压力	2.45	0.81	0.14^*	-0.10	0.35^**	0.09	-
6. 工作家庭区隔偏好	3.35	0.79	-0.02	0.07	-0.02	0.10	0.05	-
7. 家庭贬损(T3)	1.73	0.92	0.17^**	-0.22^**	0.26^**	-0.06	0.35^**	-0.16^*	--
8. 家庭满意度(T3)	4.11	0.73	-0.15^*	0.29^**	-0.24^**	0.11	-0.23^**	0.09	-0.45^**	-
样本2
1. 职场排斥	1.97	0.90	-
2 归属需求	3.74	0.82	-0.02	-
3. 工作压力	2.61	0.67	0.27^**	-0.12	-
4. 情绪耗竭	2.81	0.74	0.26^**	-0.10	0.53^**	-
5. 消极情绪	2.32	0.92	0.27^**	0.01	0.41^**	0.43^**	-
6. 工作家庭区隔偏好	3.19	1.17	0.08	0.13^*	0.25^**	0.17^**	0.12	-
7. 家庭贬损(T3)	2.27	0.87	0.24^**	-0.06	0.38^**	0.32^**	0.31^**	-0.20^**	-
8. 家庭满意度(T3)	3.62	0.98	-0.22^**	-0.18^**	-0.38^**	-0.35^**	-0.29^**	0.16*	-0.30^**	-

变量	家庭贬损				家庭满意度
变量	M1	M2	M3	M4	M5	M6	M7	M8
年龄	-0.04	-0.02	-0.03	-0.02	0.10	0.08	0.09	0.09
性别	-0.03	-0.02	-0.01	-0.01	0.02	0.02	0.00	0.01
18以下小孩个数	0.12	0.11	0.10	0.09	-0.09	-0.08	-0.07	-0.07
家庭贬损_C(T1)	0.14^*	0.06	0.10	0.06	-0.02	0.04	0.01	0.04
家庭满意度_C(T1)	-0.18^**	-0.16^*	-0.16^*	-0.16^*	0.30^**	0.28^**	0.29^**	0.28^**
职场排斥		0.22^**		0.12		-0.17^*		-0.11
工作压力			0.32^**	0.29^**			-0.20^**	-0.17^**
R²	0.03	0.06	0.13	0.14	0.09	0.11	0.13	0.13
ΔR²	0.03	0.03	0.10	0.08	0.09	0.02	0.04	0.02