员工自恋与角色外行为的关系——一个被调节的中介模型

The Relationship Between Employee Narcissism and Extra-Role Behavior——A Moderated Mediation Model

基于自恋的代理模型和性别角色理论,考察了员工自恋与角色外行为(即建言行为和人际公民行为)之间的关系,并探讨了感知到的影响的中介作用和性别的调节效果。通过对某企业的员工和领导进行多时间点、多数据来源的问卷调研,结果表明:员工自恋与感知到的影响之间呈正相关关系;感知到的影响在员工自恋与角色外行为(建言行为和人际公民行为)之间发挥中介作用;性别调节了员工自恋与感知到的影响间的关系,即对于男性而言,员工自恋与感知到的影响之间的正向关系更强,反之更弱。最后,性别调节了感知到的影响在员工自恋与建言行为、人际公民行为之间的中介作用,即对于男性而言,感知到的影响的中介作用更强;反之更弱。

Based on the agency model of narcissism and gender role theory, this paper investigates the relationship between employee narcissism and extra-role behavior(i.e.,voice behavior and interpersonal citizenship behavior) by examining the mediating role of perceived impact and the moderating role of gender. Based on collecting multi-wave and multi-source data from a technological innovation-oriented enterprise in northern China, results show that employee narcissism is positively related to perceived impact. Perceived impact mediates the relationships between employee narcissism and voice behavior as well as interpersonal citizenship behavior. Furthermore, gender moderates the effect of employee narcissism on perceived impact such that the positive relationship is stronger for males than females. Gender also moderates the indirect effect of employee narcissism on voice and interpersonal citizenship behaviors via perceived impact such that the mediating effect was stronger for males than females.