摘要
在关于职场偏差行为的研究中,目前仅有极少数针对其结果变量的研究。这些研究主要从行为接受者的视角探讨职场偏差行为对他人及组织的不利影响,却忽视了员工采取职场偏差行为对其自身的影响。基于情感事件理论,本研究采取行为者中心视角,探讨了员工职场偏差行为对其自身工作投入的内在作用机制和边界条件。采用经验取样法对企业员工进行连续10个工作日的每日调研,对323组日常观测数据采用分层线性模型进行分析的结果表明:员工每日采取职场偏差行为越多,其负面情绪越高,进而工作投入越低;道德认同会强化职场偏差行为对其自身负面情绪的影响,当员工道德认同较高时,员工职场偏差行为对自身负面情绪的作用更强;道德认同对职场偏差行为与工作投入之间的效应产生促进作用,当员工道德认同较高时,员工职场偏差行为通过负面情绪影响自身工作投入的负面影响会增强。研究结果为从员工自身视角抑制职场偏差行为提供了理论和干预启示。
Workplace deviant behavior refers to the behavior that employees intentionally implement,violate organizational norms,and threaten the well-being of their organization or other members in the organization.While most of researches focus on exploring the antecedents of workplace deviant behavior,we have limited knowledge about its consequences.In the very few studies on the outcomes of employee workplace deviant behavior,they mainly focus on recipients’perspective and reveal the negative impacts of employee workplace deviant behavior on colleagues and organizations.From the actor-centric perspective,the research on the impacts of employee workplace deviant behavior on themselves has been seriously ignored.For this reason,by taking the actor-centric perspective,this paper explores how and when employee workplace deviant behavior affects their emotional and behavioral outcomes.Based on the affective events theory,this paper explores the negative impacts of workplace deviant behavior on employee work engagement and its dynamics.The primary tenet of affective events theory is that the events experienced by workers will affect their emotional state,which will in turn affect their attitudes and behaviors.Negative events in the workplace are important emotional events that affect their emotional state.Based on this theory,this paper proposes that,as a negative work event,employee workplace deviant behavior may lead to their negative emotions and then weaken their work engagement.Furthermore,individual characteristics will affect the emotional experience and cognitive assessment process after taking actions.Therefore,this paper proposes that,for the unethical behavior such as workplace deviant behavior,employees’moral identity is an important boundary condition affecting the emotional and cognitive response of individuals to their own deviant behavior.In this study,we use the experience sampling method(ESM)by recruiting 67 participants to finish a research.By using the hierarchical linear model to analyze 323 daily observation data provided by 46 participants,the present study finds that employee workplace deviant behavior increases their negative affect and decreases work engagement.Moral identity plays a moderating role in the impacts of workplace deviant behavior on negative affect and work engagement,that is,the indirect effect of workplace deviant behavior on work engagement via negative affect is significant and negative for employees with high moral identity and does not exist for employees with low moral identity.This research makes several important theoretical contributions:First,by taking the actor-centric perspective,it explores the impacts of workplace deviant behavior on employees themselves.Second,it not only examines the potentially negative impacts of employee workplace deviant behavior on themselves,but also examines how and when the impacts unfold.Third,it finds a new behavioral factor that affects employee work engagement,and finds that employees’unethical behaviors may also reduce employee work engagement by inducing their own negative affect.
作者
孙利平
陈晨
陈煊煊
秦昕
王海侠
薛伟
Sun Liping;Chen Chen;Chen Xuanxuan;Qin Xin;Wang Haixia;Xue Wei(Department of Human Resource Management,Guangdong University of Finance,Guangzhou 510521,China;Sun Yat-sen Business School,Sun Yat-sen University,Guangzhou 510275,China;School of Journalism and Communication,Jinan University,Guangzhou 510632,China;National Media Experimental Teaching Demonstration Center,Jinan University,Guangzhou 510632,China)
出处
《外国经济与管理》
CSSCI
北大核心
2021年第6期138-152,共15页
Foreign Economics & Management
基金
国家自然科学基金面上项目(71872190)
国家自然科学基金青年项目(71502179,71702202)
中央高校基本科研业务费专项资金(19wkpy17)
关键词
职场偏差行为
行为者中心视角
情感事件理论
负面情绪
工作投入
workplace deviant behavior
actor-centric perspective
affective events theory
negative affect
work engagement
