摘要
职场排斥不利于高校毕业生的角色适应和绩效提升。本研究基于资源保存理论,从职场排斥现阶段研究较少的同事角度入手,探讨同事排斥、情绪智力对新入职毕业生工作绩效的影响。研究发现:(1)同事排斥负向影响工作绩效(任务绩效、关系绩效);(2)情绪智力正向影响工作绩效(任务绩效、关系绩效);(3)情绪智力负向调节同事排斥与任务绩效的关系,即情绪智力会弱化同事排斥对新入职员工任务绩效的负面效应。
Workplace ostracism is not conducive to the role adaptation and performance improvement of college graduates. Based on the theory of resource preservation and from the perspective of colleagues less researched at the current stage of workplace ostracism, this study explores the impact of coworker ostracism and emotional intelligence on the job performance of new graduates. The results of this study showed that 1) while coworker ostracism negatively affects the task performance and relationship performance of new graduates, 2) emotional intelligence positively affects their task performance and relationship performance, and 3) emotional intelligence negatively regulates the relationship between coworker ostracism and their task performance, i.e., emotional intelligence weakens the negative effect of coworker ostracism on the task performance of recruits.
作者
肖林生
林家娴
XIAO Linsheng;LIN Jiaxian(School of Business,Beijing Institute of Technology,Zhuhai,Zhuhai,Guangdong 519088;Shenzhen Nanmu Industrial Co.,Ltd.,Shenzhen,Guangdong 518000)
出处
《中国劳动关系学院学报》
2021年第2期67-74,共8页
Journal of China University of Labor Relations
基金
国家自然科学基金青年项目“失败学习形成机制及其对后续创新绩效的影响研究:基于复杂产品创新失败”(项目编号:71902045)的阶段性研究成果。
关键词
资源保存理论
同事排斥
情绪智力
工作绩效
resource protection theory
coworker ostracism
emotional intelligence
job performance
