管理评论

›› 2019, Vol. 31 ›› Issue (2): 190-199.

• 组织行为与人力资源管理 • 上一篇    下一篇

职场负面八卦对主动性行为的影响机制研究：一个有调节的中介模型

杜恒波1, 朱千林2, 刘春红3   

  1. 1. 山东工商学院工商管理学院, 烟台 264005;
    2. 同济大学经济与管理学院, 上海 200092;
    3. 东华大学管理学院, 上海 201620
  • 收稿日期:2016-09-05 出版日期:2019-02-28 发布日期:2019-03-07
  • 作者简介:杜恒波,山东工商学院工商管理学院副教授,硕士生导师,博士;朱千林,同济大学经济与管理学院博士研究生;刘春红,东华大学管理学院教授,博士生导师,博士
  • 基金资助:

    教育部人文社会科学规划基金项目（15YJA630012）；国家自然科学基金项目（71872152）

The Effect of Workplace Negative Gossip on Proactive Behavior: A Moderated Mediation Model

Du Hengbo1, Zhu Qianlin2, Liu Chunhong3   

  1. 1. School of Management, Shandong Institute of Business and Technology, Yantai 264005;
    2. School of Economics and Management, Tongji University, Shanghai 200092;
    3. School of Management, Donghua University, Shanghai 201620
  • Received:2016-09-05 Online:2019-02-28 Published:2019-03-07

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摘要：

作为职场“冷”暴力的一种，职场八卦普遍存在于各类组织中，而受到传统文化等一系列因素的影响，中国组织情境下的职场八卦大多传递的是负面信息，即负面八卦。本研究以360名员工为研究样本，运用层级回归和拔靴法探究了职场负面八卦与主动性行为之间的关系，并引入组织认同和神经质分别作为中介变量和调节变量，构建了一个有调节的中介模型。研究表明，职场负面八卦负向影响员工的主动性行为，组织认同在上述关系中起中介作用；神经质不仅在职场负面八卦与员工组织认同的关系中起调节作用，而且调节了组织认同在职场负面八卦与员工主动性行为间的中介作用，当员工具有较高的神经质水平时，组织认同在职场负面八卦与主动性行为间的中介作用会更加显著。

关键词: 职场负面八卦, 主动性行为, 组织认同, 神经质

Abstract:

With the aggravation of workplace competition, an increasing number of employees encounter workplace"cold" violence. Workplace gossip, as a kind of workplace "cold" violence, is pervasive in various organizations. Most of the workplace gossip in China is negative due to its cultural influence. Though workplace negative gossip has a negative effect on the organizational behavior of employees, few studies have paid attention to it and investigated its operation mechanism.The research involves 360 valid samples from Shandong Province. To avoid the problem of the common method bias, we collect three waves of data, the common method bias is not significant in the research. SPSS 21.0 and AMOS 21.0 are used to analyze the data. We introduce the organizational identification as a mediating variable and the neuroticism as a moderating variable, thus, a moderated mediation model is built to explore the relationship between workplace negative gossip and proactive behavior. Our hypotheses are empirically tested by hierarchical regression and bootstrap method. The empirical results indicate that:(1) Workplace negative gossip has a direct negative effect on the proactive behavior. (2) Workplace negative gossip can indirectly affect proactive behavior through organizational identification, which is a mediator, that is to say, organizational identification partially mediates the relationship between workplace negative gossip and proactive behavior. (3) Neuroticism moderates the relationship between workplace negative gossip and organizational identification, the negative effect is stronger when neuroticism is higher. (4) The mediating role of organizational identification in the relationship between workplace negative gossip and proactive behavior is moderated by neuroticism. In other words, the mediating effect of organizational identification is stronger only when the level of neuroticism is high.Above all, the study enriches the theories about the relationship between workplace negative gossip andproactive behavior and this may give impetus to the future research. In addition, our conclusions provide useful references for enterprises in China.

Key words: workplace negative gossip, proactive behavior, organizational identification, neuroticism