领导奖励缺失、组织自尊与工作退缩行为：资质过剩感的调节效应

摘要/Abstract

摘要： 工作退缩行为在职场中十分常见，且对组织和个人的绩效有着潜在危害。已有研究探讨了领导奖励在引导员工行为方面的关键作用，相比之下，对领导“不奖励”的关注较少。鉴于领导奖励缺失等领导“不作为”现象在实践中的普遍性，其对员工工作退缩行为的作用不容忽视。本研究基于资源保存理论，通过对317名员工的两阶段问卷调查进行实证分析发现：①领导奖励缺失对员工工作退缩行为有显著正向影响；②组织自尊在领导奖励缺失与员工工作退缩行为之间发挥间接效应；③资质过剩感在领导奖励缺失与组织自尊之间发挥调节作用，员工资质过剩感越高，领导奖励缺失对其组织自尊的负向影响越明显；④资质过剩感还调节了组织自尊在领导奖励缺失与工作退缩行为之间的间接效应，员工资质过剩感越高，该间接效应越强。本研究进一步深化了对工作退缩行为形成过程的认识，为组织有效地防范和降低员工工作退缩行为提供了借鉴。

关键词: 领导奖励缺失, 组织自尊, 资质过剩感, 工作退缩行为

Abstract: Work withdrawal behavior is a common phenomenon in the workplace, posing potential risks to both organizational and individual performance. While previous studies have explored the key role of leader reward in shaping employee behavior, there has been relatively less focus on the consequences of leader reward omission. Given the prevalence nature of laissez-faire leadership (e.g., leader reward omission) in practice, its impact on employees’ work withdrawal behavior cannot be ignored. Drawing upon conservation of resources theory, the current study explores how and when leader reward omission fosters employees’ work withdrawal behavior by examining organization-based self-esteem as a mediator and perceived overqualification as a moderator. The final sample consists of 317 employees who participated in two-wave surveys. The results show that: (1) leader reward omission has a positive effect on employees’ work withdrawal behavior; (2) organization-based self-esteem mediates the relationship between leader reward omission and work withdrawal behavior; (3) perceived overqualification moderates the relationship between leader reward omission and organization-based self-esteem, such that the relationship is stronger when perceived overqualification is high rather than low; and (4) perceived overqualification also moderates the indirect effect of leader reward omission on employees’ work withdrawal behavior through organization-based self-esteem, with this indirect effect beingamplified at high levels of perceived overqualification. This study not only deepens the understanding of the formation process of work withdrawal behavior, but also provides insights and guidance for organizations aiming to effectively reduce employees’ work withdrawal behavior.

Key words: leader reward omission, organization-based self-esteem, perceived overqualification, work withdrawal behavior

梅玫, 廖思佳, 杨付, 杨陈. 领导奖励缺失、组织自尊与工作退缩行为：资质过剩感的调节效应[J]. 管理评论, 2025, 37(10): 174-184.

Mei Mei, Liao Sijia, Yang Fu, Yang Chen. Research on Leader Reward Omission, Organization-based Self-esteem and Employee Work Withdrawal Behavior: The Moderating Role of Perceived Overqualification[J]. Management Review, 2025, 37(10): 174-184.

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