摘要
以往个别协议研究多集中于协议授予方(管理者)与协议接受方(员工)之间,鲜有研究涉及不具有个别协议的第三方(同事)的立场。本研究基于社会比较理论和不确定性管理理论,探讨新员工个别协议对同事职场排斥和自我完善的影响及其作用机制。通过对多行业25家企业204位员工的问卷调查结果表明:新员工个别协议对同事的职场排斥和自我完善有显著的正向影响。妒忌中介了新员工个别协议对职场排斥和自我完善的影响。整体公正感调节个别协议通过妒忌对职场排斥和自我完善的间接效应:高整体公正感下,个别协议通过妒忌对自我完善的正向间接效应更强;对职场排斥的正向间接效应更弱。
With the increasing talents competition in today’s knowledge economy,idiosyncratic deals have received considerable attention as a mean of HRM practices. I-deals provide special employment arrangements which are tailored to demands of valued employees. A few of empirical studies have demonstrated that i-deals are positively related to the attitudes and behaviors of the recipients. Despite the increasing interests in i-deals,few studies to date have studied i-deals from the third part( i.e.,coworkers) perspective. In this study,we propose a process model based on social comparison theory to explore how and when newcomers’ i-deals affect coworkers’ emotion and behaviors. Specifically,we first investigate the effects of newcomers’ i-deals on coworkers’ envy. Second,we examine the mediating roles of envy in the relationships between newcomers’ i-deals and self-improvement and ostracism. Finally,we test the moderating effects of organizational overall justice on the mediation relationships between newcomers’ i-deals and coworkers’ output via envy.Empirical data is collected from 204 employees in 25 different enterprises. The results show that the relationship between newcomers’ i-deals and coworkers’ envy is significant,and envy is positively related to coworkers’ self-improvement and ostracism. The mediation analyses reveal that envy mediates the positive relationship between newcomers ’ i-deals and self-improvement and ostracism.Finally,the moderated mediation analyses show that organizational overall justice moderates the indirect relationship between newcomers’ i-deals and self-improvement and ostracism,such that when organizational overall justice is high,the indirect effect of newcomers’ i-deals on self-improvement via envy is more positive,whereas the indirect effect of newcomers’ i-deals on ostracism via envy is less positive.Our findings contribute to the i-deals literature in three ways. First,drawing from the third part perspective,we concern with the perception and reaction of coworkers to newcomers’ i-deals. Second,we reveal the mechanism of why newcomers’ i-deals facilitates differential reactions of coworkers by identifying envy as an important mediator in linking newcomers’ i-deals with both self-improvement and ostracism. Finally,our study contributes to the i-deals literature by demonstrating organizational overall justice as a crucial boundary condition under which envy may or may not stimulate varying degrees of self-improvement and ostracism.
作者
王林琳
龙立荣
张勇
Wang Linlin;Long Lirong;Zhang Yong(School of Mechanical Engineering,Hubei University of Technology,Wuhan 430068;School of Management,Huazhong University of Science and Technology,Wuhan 430074;School of Economics and Business Administration,Chongqing University,Chongqing 400044)
出处
《管理评论》
CSSCI
北大核心
2021年第8期234-244,共11页
Management Review
基金
国家自然科学基金青年项目(71802074)
国家自然科学基金面上项目(71974021,71772072,71671077)
湖北工业大学博士科研启动基金项目(BSQD2019010)。
关键词
个别协议
妒忌
整体公正感
职场排斥
自我完善
i-deals
envy
organizational overall justice
ostracism
self-improvement
