滥用监督对员工反生产性工作行为的影响:一个温和的调解分析
1School of Management, Henan University of Technology, Zhengzhou, China.
Frontiers in psychology
|July 21, 2025
概括
滥用监督通过情绪疲劳推动反生产性工作行为 (CWB),但认同行为可以减轻这种情况. 核心自我评估影响这些途径,提供了对工作场所偏差的见解.
科学领域:
- 组织心理学 组织心理学
- 工作场所行为 工作场所行为
背景情况:
- 滥用监督是工作场所的一个重大压力因素.
- 了解将滥用监督与负面员工结果联系在一起的心理机制至关重要.
研究的目的:
- 调查滥用监督对员工反生产性工作行为 (CWB) 的影响.
- 检查情绪疲和认同行为中介的作用.
- 探索核心自我评估对这些关系的缓解作用.
主要方法:
- 测试了一种调节调解模型.
- 数据是通过对198名员工进行三波调查收集的.
- 自律理论和资源保护理论提供了理论框架.
主要成果:
- 滥用监督直接预测增加了CWB.
- 情绪疲积极调解了虐待监督和CWB之间的关系.
- 融化的行为负面地调解了这种关系.
- 核心自我评估调节了两个调解途径.
结论:
- 滥用监管对CWB有直接和间接的影响.
- 情绪疲和认同行为代表着影响工作场所偏差的双重心理机制.
- 核心自我评估在缓解这些影响方面发挥着关键作用,为干预提供了途径.
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