独狼倾向与职场越轨:社会排斥视角

Lone wolf tendency and workplace deviance: A study from the perspective of social exclusion

本研究从社会排斥视角解读员工独狼倾向和职场越轨行为之间的关系,探索其机制及发生条件。通过对3个时间点327名员工和主管配对数据的分析发现:(1)独狼倾向对职场越轨行为和职场排斥具有显著的正向影响;(2)职场排斥对职场越轨行为具有显著的正向影响;(3)职场排斥部分中介独狼倾向与职场越轨行为之间的关系;(4)自我监控能力负向调节职场排斥与职场越轨行为之间的正向关系;(5)自我监控能力负向调节独狼倾向通过职场排斥对越轨行为的间接的正向影响关系。

This study aimed to examine the influence mechanism of lone wolf tendency on workplace deviance,especially the mediating role of coworker ostracism and the moderating role of self-monitoring.As a work psychological preference,lone-wolf tendency refers to a cognitive and behavioral state in which individuals tend to set work goals and make relevant decisions independently when working with others,lack necessary patience for team work progress,and believe that others are less efficient than themselves to a certain extent and pay less attention to others′ideas.Organizational behavior researchers focus on the"perpetrators"of bad interpersonal relationships and try to summarize the personality traits that cause the deterioration of relationships.In recent years,some scholars began to stand in the perspective of"victim"of interpersonal relationship to study which characteristics or conditions are more likely to cause negative interpersonal relationship in the workplace.In addition,there are few theoretical studies on the boundary control of workplace deviant behavior.According to Self-monitoring Theory,individuals spontaneously adjust their images in public and interpersonal relationships.As for workplace social network,different individuals have different sensitivities to the workplace situation,so there will be differences in behavior selection.Self-monitoring ability has a significant effect on the shaping of employees′behavior.Therefore,this paper seeks for the boundary conditions in the process mechanism of"idiosyncrasy-cognition-behavior"and explores how employees can minimize negative performance.The final sample was dyad-data from 327 employees and their direct supervisor.The results revealed that:(1)employee′s lone wolf tendency positively related to workplace deviance and workplace ostracism;(2)workplace ostracism positively related to workplace deviance;(3)workplace ostracism partially mediated the relationship between employee′s lone wolf tendency and workplace deviance;(4)employees′self-monitoring ability moderated the relationship between workplace ostracism and deviance,the positive relationship is stronger when self-monitoring is lower;(5)employee self-monitoring ability moderates the indirect positive effect of lone wolf tendency on workplace deviance.This study has the following limitations:First,the scale of lone-wolf tendency and workplace deviance were developed under the western organizational culture,which inevitably ignored the particularity of the Chinese situation.Secondly,although the research design avoids the limitations of cross-sectional studies to a certain extent,the causal relationship between the variables remains to be further explored.Finally,our sample is from a large enterprise,which avoids the influence of corporate culture and region and achieves good internal validity,but also restrains external validity.Future studies can continue to collect relevant data in different regions and enterprises to further verify the rationality of the conclusions in this paper.In conclusion,this study expands the antedilutive variable of workplace deviant behavior and opens a new perspective on the study of negative behavior,which has reference value for easing workplace interpersonal relationship and reducing employees′negative behaviors.