职场负面八卦会抑制员工越轨创新行为吗?一个被调节的链式中介模型

Can Negative Workplace Gossip Restrain Bootleg Innovation? A Moderated Chain Mediation Model

越轨创新作为组织内的一种创新行为,对提升组织创新绩效和整体利益具有重要作用。尽管已有研究探究了越轨创新行为的激活因素,但对其抑制因素的关注相对不足。以认知-情感人格系统理论为整体研究逻辑框架,以资源保存理论解释变量间的内部机理,构建职场负面八卦通过心理安全感与和谐式工作激情作用于越轨创新行为的链式中介模型,并探讨核心自我评价在链式中介模型中的边界作用。通过对7家科技型企业的多时点下属-主管配对数据进行了分析,研究结果表明:职场负面八卦对越轨创新行为具有负向影响;心理安全感与和谐式工作激情在职场负面八卦对员工越轨创新行为的负向影响过程中起链式中介作用;核心自我评价通过缓和职场负面八卦对员工心理安全感的负向影响,进而调节心理安全感与和谐式工作激情的链式中介作用。

As an innovation behavior within an organization, bootleg innovation plays an important role in improving organizational innovation performance and overall interests. Although some studies have explored the triggering factors of bootleg innovation, the attention to its inhibiting factors is relatively insufficient. Drawing on Conservation of Resources Theory and Cognitive-Affective Processing System Theory, the current study constructs a moderated chain mediation model to explore the influence mechanism between negative workplace gossip and bootleg innovation, the mediated role of psychological safety and harmonious work passion, as well as the moderated role of core self-evaluation. By analyzing the subordinate-supervisor pairing survey data of 7 technologybased enterprises at multiple time points. The results show that: negative workplace gossip exerts a significantly negative influence on employees’ bootleg innovation;psychological safety and harmonious work passion play mediating role and play a chain mediating role in the influence of negative workplace gossip on bootleg innovation;core self-evaluation moderates the chain mediation of psychological safety and harmonious work passion by alleviating the negative impact of negative workplace gossip on psychological safety.