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职场排斥对强制性公民行为的影响研究:心理安全感和特质性调节焦点的作用

发布时间:2019-01-11 11:25  文章来源:笔耕文化传播
【摘要】:我国企业讲究“关系”和“圈子”文化,其中人际冲突、暗中角力、划分派系等排斥行为屡见不鲜,严重威胁着员工的身心健康与个人成长,也给组织带来一系列的恶劣影响。在当前学术界,职场排斥对员工的行为反应主要指向正反两面。鉴于此,在本研究将对494份问卷调查样本数据运用SPSS和AMOS软件进行有效分析,深入探讨在心理安全感中介效应和特质性调节焦点的调节效应影响下,职场排斥和员工强制性公民行为的关系。强制性公民行为虽然不是传统意义上的组织公民行为,但作为组织公民行为的阴暗面,一定程度上呈现出被排斥员工想要融合到集体中并缓解排斥的美好愿望,在管理实践中应予妥善分辨。本研究主要结论如下:第一,运用独立样本T检验和单因素方差分析法发现,“上司排斥”感知水平在不同年龄、工作年限和单位类型的员工中存在显著差异;“同事排斥”感知水平在不同年龄和学历水平的员工中存在显著差异,这种显著差异也存在于“心理安全感”上。“防御焦点”在不同年龄、学历水平、工作年限的员工中存在显著差异;“强制性公民行为”的表现在不同工作年限的员工中存在显著差异。第二,通过相关性检验初步验证了职场排斥(上司排斥和同事排斥)均与员工强制性公民行为显著正相关,再通过整体结构方程模型的路径系数和中介效应检验进一步验证了职场排斥(上司排斥和同事排斥)对强制性公民行为的正向预测作用。第三,在职场排斥(上司排斥和同事排斥)和强制性公民行为之间,心理安全感存在中介作用。整体结构方程模型路径系数结果表明,上司排斥和同事排斥对心理安全感存在负向作用,而心理安全感对强制性公民行为存在负向作用。中介效应检验结果表明,心理安全感在上司排斥对强制性公民行为的影响中起部分中介作用,而在同事排斥对强制性公民行为的影响中起完全中介作用。第四,在特质性调节焦点的两个维度中,提升焦点对职场排斥(上司排斥和同事排斥)与强制性公民行为的关系中均发挥正向调节作用;而防御焦点对职场排斥和强制性公民行为间相关性的负向调节作用未得到支持。
[Abstract]:Chinese enterprises pay attention to the culture of "relationship" and "circle", in which interpersonal conflict, secret struggle, factional division and other exclusion behaviors are common, which seriously threaten the physical and mental health of employees and personal growth, but also bring a series of bad effects to the organization. In the current academic world, the reaction of workplace exclusion to employee behavior is mainly positive and negative. In view of this, this study will use SPSS and AMOS software to analyze 494 questionnaire sample data effectively, and explore the influence of psychological sense of security intermediary effect and special regulatory focus on the effect of psychological sense of security mediating effect and the adjustment effect of idiosyncratic adjustment focus. The relationship between workplace exclusion and mandatory citizenship behavior of employees. Compulsory citizenship behavior is not traditional organizational citizenship behavior, but as the dark side of organizational citizenship behavior, to some extent, the excluded employees want to be integrated into the collective and alleviate the good desire of exclusion. It should be properly distinguished in management practice. The main conclusions of this study are as follows: first, using independent sample T test and single factor variance analysis, we find that there are significant differences in perceived level of "superior exclusion" among employees of different age, working years and unit type; The perceived level of "coworker exclusion" was significantly different among employees of different ages and educational levels, and the significant difference was also found in "psychological sense of security". "defensive focus" has significant differences among employees of different age, educational level and working years, and "mandatory citizenship behavior" is significantly different among employees with different working years. Secondly, through the correlation test, it was preliminarily proved that workplace exclusion (boss rejection and co-worker exclusion) was significantly positively correlated with mandatory citizenship behavior of employees. Through the path coefficient and intermediary effect test of the global structural equation model, the positive predictive effect of workplace exclusion (boss exclusion and coworker exclusion) on mandatory citizenship behavior was further verified. Third, psychological sense of security acts as an intermediary between workplace exclusion (boss rejection and coworker exclusion) and mandatory citizenship. The results of path coefficients of the global structural equation model showed that the superior exclusion and co-worker exclusion had negative effects on the psychological sense of security, while the psychological sense of security had a negative effect on the mandatory citizenship behavior. The results of intermediary effect test showed that psychological sense of security played a part of intermediary role in the influence of superior exclusion on mandatory citizenship behavior, while it played a complete intermediary role in the influence of coworker exclusion on mandatory citizenship behavior. Fourthly, in the two dimensions of idiosyncratic adjustment focus, promotion focus plays a positive role in the relationship between workplace exclusion (boss rejection and coworker exclusion) and mandatory citizenship behavior; However, the negative regulation of the relationship between workplace exclusion and compulsory citizenship behavior was not supported.
【学位授予单位】:华侨大学
【学位级别】:硕士
【学位授予年份】:2017
【分类号】:F272.92

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