职场排斥对员工创新行为的影响——知识共享和消极情绪的作用及互动

Effects of Workplace Ostracism on Employee Innovative Behavior——Mediating Effect of Knowledge Sharing and Moderating Effect of Negative Emotion

运用情感事件理论和资源保存理论,以6家高新技术企业的237名员工为研究对象,运用配对样本调查问卷所得数据,使用层级回归分析方法,研究了职场排斥对员工创新行为的影响,并分析了知识共享的中介作用和消极情绪的调节作用。研究结果表明:职场排斥对创新行为有显著负向影响;知识共享在职场排斥和创新行为之间起部分中介作用;员工的消极情绪调节职场排斥与知识共享间关系,消极情绪越高,职场排斥对知识共享的负向影响越强;消极情绪调节知识共享对职场排斥与创新行为之间关系的中介作用,消极情绪越高,中介作用越强。

Based on affective events theory and conservation of resources theory,the paper discusses the influence of workplace ostracism on employees＇ innovative behavior and investigated the role of employees＇ knowledge sharing and negative emotion playing in the linkages between workplace ostracism and employees＇ innovative behavior using 237 matched-data through questionnaires in six high-tech enterprises by hierarchical regression modeling.The results show that workplace ostracism has negative effects on employee innovative behavior.The employees＇ knowledge sharing partially mediate the relationship between workplace ostracism and employees innovative behavior.The employees＇ negative emotion moderate the relationship between workplace ostracism and employees＇ knowledge sharing such that workplace ostracism has strong negative effects on employees＇ knowledge sharing when employees＇ negative emotion is high rather than low.Furthermore,the paper also shows that negative emotion moderates the mediating role of knowledge sharing in the relationship between workplace ostracism and innovative behavior.The higher level of the employees＇ negative emotion,the stronger the mediating role mentioned above.