职场排斥对主动性行为的影响机制研究——基于不同来源的排斥

Research on the Influence Mechanism of Leader Rejection and Colleague Rejection on Employee Initiative Behavior

本文基于情绪事件理论和社会学习理论,对武汉和南京的5家大型民营企业,通过问卷调查和分时间间隔以及配对的方式收集的数据等方法,探讨了领导排斥和同事排斥这两种不同来源的职场排斥影响员工主动性行为的作用机制,分析了工作疏离感在两种不同职场排斥与员工主动性行为之间的中介作用,比较了领导排斥与同事排斥对员工主动性行为影响力,并分析了领导排斥对同事排斥与工作疏离感之间的调节作用。研究结果表明,领导排斥和同事排斥对员工主动性行为均有消极影响;工作疏离感在领导排斥和同事排斥与员工主动性行为之间起部分中介作用,领导排斥比同事排斥对员工主动性行为的影响更大,且能够加强同事排斥对工作疏离感的负面影响。这一研究结果为进一步按照排斥源展开对职场排斥的研究提供了理论参考,对管理实践中如何有效的减少职场排斥的负面影响具有一定的指导意义。

Based on the theory of emotional events and social learning theory, this paper collects data from 5 large private enterprises in Wuhan and Nanjing through questionnaire survey designed by time interval and pairing. This paper discusses the mechanism of leadership ostracism and coworker ostracism influencing employees' proactive behavior, analyzes the mediating role of work alienation, and compares the influence of leadership ostracism and coworker ostracism on employee proactive behavior. And the role of leadership ostracism in the adjustment between colleagues' ostracism and work alienation. The research results show that leadership ostracism and coworker ostracism all have negative effects on employee proactive behavior;work alienation plays a partial intermediary role between leadership ostracism and coworker ostracism and employee proactive behavior. Leadership ostracism excludes worker proactive behavior than coworkers. The impact is greater, and can strengthen the negative impact of coworkers' ostracism on work alienation. The results of this study provide a theoretical reference for further studies on job ostracism from different sources, and have guiding significance for how to effectively reduce the negative impact of workplace ostracism in management practices.