源于挑战还是霸凌:职场压力对破坏性建言行为作用机制研究

Originating from Challenge or Bullying:A Study on the Mechanism of How Workplace Stress Acts on Destructive Voice Behavior

随着企业间竞争程度的不断加剧,“996”的工作模式已成常态,管理者如何调节下属压力获取良性建言成为研究的重要议题。基于此,本研究通过获取来自不同行业的248份新员工样本,探讨了挑战性压力和职场霸凌对破坏性建言的效能机制和边界条件。研究结果表明,挑战性压力对于破坏性建言行为具有负向影响;职场霸凌对于破坏性建言行为具有正向影响;心理契约破裂在挑战性压力和破坏性建言行为以及职场霸凌和破坏性建言行为之间起部分中介作用;新员工社会化程度在挑战性压力和心理契约破裂之间起正向调节作用;新员工社会化程度在职场霸凌和心理契约破裂之间起负向调节作用。

The“9 am to 9 pm,6 days a week”work schedule has become normal for enterprises in the rat race.In this situation,it is important for the management to relieve pressures on employees so that they would speak up constructively.For this purpose,we draw upon 248 new employees from different industries to explore the mechanism of how challenging stress and workplace bullying act on destructive voice behavior and the boundary conditions of the mechanism.The results show that challenging stress has a negative impact on destructive voice behavior;workplace bullying has a positive impact on destructive voice behavior;psychological contract rupture plays a partial intermediary role between challenging stress and destructive voice behavior,as well as between workplace bullying and destructive voice behavior,and the degree of socialization of new employees plays a positive role between challenging stress and psychological contract rupture.The degree of socialization of new employees plays a negative role between workplace bullying and psychological contract rupture.