中国情境下领导冒犯的多元感知及其趋避机制

How Employees Respond to Diverse Supervisor Offenses in Chinese Context:An Approach-Avoidance Framework

在当今中国情境下,员工对于领导冒犯感知更加敏感,但应对方式趋于内隐化。本研究采用关键事件法和内容分析法,围绕员工回溯提供的180个领导冒犯事件,探究了领导冒犯的不同表现形式及其对员工近远端趋避行为的影响差异。研究发现,中国职场中员工感知认定的领导冒犯可扩展为九种形式,从属于目标妨碍、规则违背、地位及权益贬损三大原有冒犯类型;它们经由不同趋避指向性的消极情绪驱动被冒犯方下属产生近远端趋避型行为,其中“专业能力贬损→远离性情绪→远端回避型行为”是触发频率最高与关系联结最强的路径,“组织自尊贬损→攻击性情绪→近端趋近型行为”路径次之;三大类型领导冒犯事件所引发的下属应对行为反应也存在明显差异。

In today s Chinese workplace,employees are more sensitive to supervisor offenses,meanwhile their reactions tend to be more implicit.Based on the content analysis of a total of 180 supervisor offenses incidents recalled by the subordinates,we first identified diverse forms of supervisor offenses,then explored their short-term and long-term impact on the subordinates approach-avoidance behaviors.Our results revealed that there were nine forms of supervisor offenses in Chinese workplace,as derived from three typical categories:goal obstruction,rule violation,status and power derogation.They aroused employees different responses through generating specific negative emotions.We found two key driving paths in terms of high trigger frequency and strong connection.Professional competence derogation led to long-term avoidance behaviors by triggering distancing emotions,while organizational self-esteem derogation led to short-term approach behaviors by triggering attack emotions.The employees responses to three categories of supervisor offenses were also different.