工作场所欺凌如何影响员工犬儒主义?——一个被调节的链式中介模型

How does Workplace Bullying Influence Employee Cynicism?--A Moderated Chain Mediation Model

已有研究尽管开始探讨员工犬儒主义的前因变量,但从具体的工作情境视角预测这一消极态度的探索相对不足。本文基于资源保存理论,以认知情感系统理论为影响路径的逻辑脉络,构建并检验了工作场所欺凌引发员工犬儒主义的链式中介模型。通过对489份员工问卷调查数据的分析表明:工作场所欺凌对员工犬儒主义产生显著正向影响;组织认同和心理困扰在工作场所欺凌和员工犬儒主义间不仅分别起单独中介作用,还具有链式中介作用;最后,核心自我评价通过减少工作场所欺凌对组织认同的负向影响进而负向调节了链式中介作用,即核心自我评价越高,工作场所欺凌对组织认同的负向影响越弱,组织认同和心理困扰在工作场所欺凌和员工犬儒主义间的链式中介效应越弱。

Although some researches have already been done on the antecedent variables of employee cynicism,it is relatively under-explored to predict the negative attitude from the specific work situation perspective.Besed on the Conservation of Resources Theory and the Cognitive-Affective System Theory,the current study constructs a chain mediation model to explore the mechanism between workplace bullying and employee cynicism.The statistical analysis of a questionnaire survey with 489 employees reveals the following:workplace bullying has a significantly positive effect on employee cynicism;workplace bullying indirectly influences employee cynicism by organizational identity and psychological distress respectively;organizational identity and psychological distress also play a chain mediating effect between them;Finally,core self-evaluation negatively moderates the chain mediating effect by reducing the negative impact of workplace bullying on organizational identity,that is:when the level of core self-evaluation is higher,the negative relationship between workplace bullying and organizational identity is weaker,and the chain mediating effect is weaker as well.