同事嘲讽式幽默对新员工组织社会化结果的影响研究

The Effects of Coworkers'Aggressive Humor on Newcomers'Organizational Socialization Outcomes

为阐明同事嘲讽式幽默对新员工组织社会化结果的作用机理,本研究基于自控资源模型理论,以自我损耗为中介变量,以主动性人格为调节变量,构建了一个有调节的中介模型。本研究以中国某大型轨道交通装备制造公司的134名新员工及其直接主管为研究对象进行了配对问卷调查。研究表明:(1)在自我损耗的中介作用下,同事嘲讽式幽默对新员工的角色内绩效、任务掌握度和社会适应都有负向影响;(2)主动性人格削弱了同事嘲讽式幽默对新员工自我损耗的影响;(3)主动性人格削弱了同事嘲讽式幽默对新员工社会化结果的间接影响。本研究有助于拓展嘲讽式幽默和组织社会化的研究领域,同时对促进组织减少嘲讽式幽默的发生、帮助新员工更好地融入组织、构建和谐的组织环境具有指导意义。

Drawing on the strength model of self-control,the current study uses the ego depletion as the mediating variable and proactive personality as the moderating variable to construct a moderated mediation model to explore the influences of coworkers'aggressive humor on the newcomers'organizational socialization outcomes.Through an empirical study with 134 matched supervisor-subordinate samples from a large rail transit equipment manufacturing company,the results show that(1)coworkers'aggressive humor has a negative influence on newcomers'in-role performance,task mastery,and social adjustment through the mediation of ego depletion;(2)proactive personality can weaken the effect of coworkers'aggressive humor on newcomers'ego depletion;(3)proactive personality can weaken the indirect influences of coworkers'aggressive humor on newcomer socialization through ego depletion.The current study contributes to expanding the research field of aggressive humor and organizational socialization,provides certain guiding significance for organization to reduce aggressive humor,help newcomers better adjust into the organization,and create a harmonious climate in organization.