摘要
成员各美其美,美人之美,美美与共,社会方能天下大同,但现实中成员各美其美易,而美人之美以及美美与共难,因而严重制约社会与组织的良性发展。难以美人之美与美美与共对成员后果如何、原因何在、怎样化解以及约束如何等,日渐成为学界和业界亟待解决的问题。基于此,本研究旨在基于情感事件理论,探究多元包容型人力资源实践(DIHRP)通过工作场所人际资本化对员工趋避情绪影响的内在作用机制和边界条件。通过413对员工及其同事配对数据的实证研究发现:(1)DIHRP显著负向影响恶意嫉妒,而显著正向影响积极共情;(2)工作场所人际资本化在DIHRP与恶意嫉妒和积极共情之间有显著中介作用;(3)多元构成调节DIHRP对工作场所人际资本化的正向影响,多元构成程度越高,DIHRP对工作场所人际资本化的正向影响越强;(4)任务依赖性不仅调节工作场所人际资本化对恶意嫉妒和积极共情的影响,还进一步调节DIHRP通过工作场所人际资本化对恶意嫉妒和积极共情的间接作用,即在任务依赖性程度越高,工作场所人际资本化对恶意嫉妒和积极共情的影响越强,DIHRP通过工作场所人际资本化对恶意嫉妒和积极共情的间接作用越强。
If social members could play their full beauty,appreciate beauty of others,and integrate their beauty with others into the whole beauty,the society would be in great harmony.However,in reality,it is easy to share their own beauty,but it is difficulty to appreciate and integrate with others beauty.Therefore,it seriously restricts the healthy development of society and organization.What is the consequence,reason,countermeasure and restrain of being enable to appreciate and integrate with others beauty,all which have increasingly become an urgent problem to be solved by the academia and the industry.Based on this,the purpose of this study is to explore the internal mechanism and boundary conditions of the influence of diverse inclusive human resource practice(DIHRP)on employees’approach-avoidance emotion through workplace interpersonal capitalization based on affective event theory.Based on 413 paired samples of employees and their colleagues,this paper finds the follow conclusions:Firstly,DIHRP has a significant negative impact on malicious envy and a significant positive impact on positive empathy.Secondly,workplace interpersonal capitalization mediates the impact of DIHRP on malicious envy and positive empathy.Thirdly,multi-dimensional composition moderates the positive impact of DIHRP on workplace interpersonal capitalization,and the higher the degree of multi-dimensional composition,the more significant the impact of DIHRP on workplace interpersonal capitalization.Finally,task dependence not only moderates the effect of workplace interpersonal capitalization on malicious envy and positive empathy,but also further moderates the indirect effect of DIHRP on malicious envy and positive empathy through workplace interpersonal capitalization.That is to say,the higher the degree of task dependence become,and the stronger the effect of workplace interpersonal capitalization is on malicious envy and positive empathy,meanwhile,the stronger the indirect effect of DIHRP is on malicious envy and positive empathy through workplace interpersonal capitalization.The research not only enriches the theoretical research of DIHRP,but also provides theoretical basis and decision-making reference for the practice of inclusive management.
作者
赵富强
石锦华
陈耘
罗欢
ZHAO Fu-qiang;SHI Jin-hua;CHEN Yun;LUO Huan(School of Management,Wuhan University of Technology,Wuhan 430070,Hubei,China)
出处
《武汉理工大学学报（社会科学版）》
2024年第2期76-88,共13页
Journal of Wuhan University of Technology:Social Sciences Edition
基金
2023年度国家社会科学基金项目(23FGLB069)
2021年度国家社会科学基金项目(21FGLB027)
中央高校基本科研业务费专项资金资助项目(2021VI047)。
关键词
多元包容型人力资源实践(DIHRP)
人际资本化
趋避情绪
恶意嫉妒
积极共情
Diverse Inclusive Human Resource Practice(DIHRP)
interpersonal capitalization
approachavoidance emotion
malicious envy
positive empathy
