职场排斥与员工反生产行为:组织自尊的中介效应和组织认同的调节效应

Workplace Ostracism and Counterproductive Work Behavior: the Intermediary Role of Organizational Based Self-esteem and Regulation Role of Employees' Organizational Identification

组织内员工的反生产行为作为一种组织内中消极负面的职场行为,近年来越来越受到学者们的关注。本文从组织自尊的角度出发,研究职场排斥如何影响员工实施反生产行为,同时探索了组织认同在职场排斥与反生产行为之间关系的调节效应。以500位来自不同地区的员工为研究对象,对问卷调查所回收的数据进行层级回归。研究发现:(1)职场排斥对员工的反生产行为有显著正向影响;(2)组织自尊在职场排斥与员工的反生产行为之间起部分中介效应;(3)组织认同对职场排斥与组织自尊之间的关系起负向调节作用。

As a kind of organization and negative workplace behavior, employees' counterproductive work behaviordrawmore and more scholars' attentionin recent years. From the perspective of organizational based selfestee, the research study on how workplace ostracism influences the counterproductive work behavior, at the same time we explore the regulation role of employees' organizational identification between workplace ostracism and counterproductive work behavior. The papermakes hierarchical regression on datas from 500 employees from different areas. The result shows as follow: 1.workplace ostracism positively affect the counterproductive work behavior:2.organizational based self-esteem plays a partialintermediary role between workplace ostracism and counterproductive work behavior:3.organizational identification plays a negative regulation role between workplace ostracism andorganizational based self-esteem.