Can Workplace Gossip Lead to Employee Innovation? The Role of Thriving at Work and Feeling Trusted by Supervisors

Abstract

Abstract: Workplace gossips widely exist in organizations. Unlike the existing researches that focus mainly on negative workplace gossips without regard tos the positive positive role of possitive workplace gossips, this study uses the conservation of resources theory and the broaden-and-build theory of positive emotions to examine the mechanism of how negative and positive workplace gossips influence employees’ innovative behavior as well as the relevant boundary conditions. Through a two-wave research design, we obtain a valid sample of 241 employee-supervisor dyads from a state-owned commercial bank. The results show that: (1) Negative workplace gossips negatively influence employees’ innovative behavior by reducing thriving at work, while positive workplace gossips positively influence employees’ innovative behavior by enhancing thriving at work. (2) Feeling trusted by supervisors moderates the negative effect of negative workplace gossips on thriving at work. When employees feel lower trust from supervisors, the negative effect of negative workplace gossip on thriving at work will be stronger. Feeling trusted by supervisors moderates the positive effect of positive workplace gossip on thriving at work. When employees feel lower trust from supervisors, the positive effect of positive workplace gossip on thriving at work will be stronger. (3) Feeling trusted by supervisors further moderates the indirect effect of negative workplace gossip on employee innovative behavior via thriving at work, when employees feel lower trust from supervisors, the negative effect of negative workplace gossip on employee innovative behavior via thriving at work is relatively strong. Feeling trusted by supervisors further moderates the indirect effect of positive workplace gossip on employee innovative behavior via thriving at work, when employees feel lower trust from supervisors, the positive effect of positive workplace gossip on employee innovative behavior via thriving at work is relatively strong.

Key words: negative workplace gossips, positive workplace gossips, thriving at work, feeling trusted by supervisors, employees’ innovative behavior

Qu Rujie, Zhu Boqi, Liu Ye. Can Workplace Gossip Lead to Employee Innovation? The Role of Thriving at Work and Feeling Trusted by Supervisors[J]. Management Review, 2022, 34(10): 180-190.

References

[1] 曲如杰,朱厚强,刘晔,等. 组织创新重视感与员工创新:员工创新期待与创新人格的作用[J]. 管理评论, 2019,31(12):159-169;
[2] Scott S. G., Bruce R. A. Determinants of Innovative Behavior:A Path Model of Individual Innovation in the Workplace[J]. Academy of Management Journal, 1994,37(3):580-607;
[3] 张惠琴,侯艳君. 基于知识图谱的国内员工创新行为研究综述[J]. 科技进步与对策, 2017,34(11):153-160;
[4] 刘晔,曲如杰,时勘,等. 基于自我期待和自我实现视角的创新工作要求对员工创新行为的影响机制[J]. 管理评论, 2018, 30(7):162-172;
[5] 王甜,陈春花,宋一晓. 挑战性压力源对员工创新行为的"双刃"效应研究[J]. 南开管理评论, 2019,22(5):90-100;
[6] Ford C. M. A Theory of Individual Creative Action in Multiple Social Domains[J]. Academy of Management Review, 1996,21(4):1112-1142;
[7] 郭晟豪,胡倩倩. 力学不倦:组织认同、工作繁荣下的创新绩效[J]. 管理评论, 2022,34(1):205-217;
[8] 屠兴勇,刘雷洁,彭娅娅,等. 批判创造思维如何影响根本性创新行为?——被中介的调节效应模型[J]. 管理评论, 2021, 33(8):78-89;
[9] Hobfoll S. E. Conservation of Resources:A New Attempt at Conceptualizing Stress[J]. American Psychologist, 1989,44(3):513-524;
[10] Spreitzer G., Sutcliffe K., Dutton J., et al. A Socially Embedded Model of Thriving at Work[J]. Organization Science, 2005,16(5):537-549;
[11] Fredrickson B. L. Positive Emotions Broaden and Build[A]. Advances in Experimental Social Psychology[C]. San Diego, CA:Academic Press, 2013;
[12] 姜平,张丽华. 领导幽默与下属前瞻行为:工作繁荣的中介作用与政治技能的调节作用[J]. 管理评论, 2022,34(4):194-203;
[13] 谭辉榜,马宁. 以"八卦"为途径的声誉传播及其对合作行为的影响[J]. 心理科学, 2021,44(6):1440-1445;
[14] Brady D. L., Brown D. J., Liang L. H. Moving Beyond Assumptions of Deviance:The Reconceptualization and Measurement of Workplace Gossip[J]. Journal of Applied Psychology, 2017,102(1):1-25;
[15] Cole J. M., Dalton J. Idle Women's Chat? Gender and Gossip. Social Section[C]. The Annual Conference of the British Psychological Society, 2009;
[16] Bassuk A., Lew C. The Antidote to Office Gossip[J]. Harvard Business Review, 2016,95(11):2-4;
[17] Sun T., Schilpzand P., Liu Y. Workplace Gossip:An Integrative Review of Its Antecedents, Functions, and Consequences[J/OL]. Journal of Organizational Behavior, 2022. DOI:10. 1002/job.2653;
[18] Liu X. Y., Kwan H. K., Zhang X. Introverts Maintain Creativity:A Resource Depletion Model of Negative Workplace Gossip[J]. Asia Pacific Journal of Management, 2020,37(1):325-344;
[19] 杜恒波,朱千林. 职场负面八卦对科技人员创造力的影响机制研究[J]. 心理科学, 2018,41(1):125-131;
[20] 杜恒波,朱千林,刘春红. 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[J]. 管理评论, 2019,31(2):190-199;
[21] Kniffin K. M., Sloan Wilson D. Evolutionary Perspectives on Workplace Gossip:Why and How Gossip can Serve Groups[J]. Group & Organization Management, 2010,35(2):150-176;
[22] 岳文忠,吴隆增,杨自伟,等. 职场负面八卦的前因与后果:基于八卦目标的视角[J]. 心理科学进展, 2015,23(4):702-710;
[23] Lee S. H., Barnes C. M. An Attributional Process Model of Workplace Gossip[J]. Journal of Applied Psychology, 2021,106(2):300-316;
[24] 李朋波,王帅康,王润娜,等. 资源保存理论视角下职场负面八卦对员工幸福感的影响机制研究[J]. 管理学报, 2022,19(4):545-554;
[25] Cheng B., Dong Y., Zhang Z., et al. When Targets Strike Back:How Negative Workplace Gossip Triggers Political Acts by Employees[J]. Journal of Business Ethics, 2020,175(2):1-14;
[26] Wax A., Rodriguez W. A., Asencio R. Spilling Tea at the Water Cooler:A Meta-analysis of the Literature on Workplace Gossip[J/OL]. Organizational Psychology Review, 2022. DOI:10. 1177/20413866221112383;
[27] Hobfoll S. E. Conservation of Resource Caravans and Engaged Settings[J]. Journal of Occupational and 0rganizational Psychology, 2011,84(1):116-122;
[28] 王红丽,张筌钧. 被信任的代价:员工感知上级信任、角色负荷、工作压力与情绪耗竭的影响关系研究[J]. 管理世界, 2016,(8):110-125;
[29] Chandra G., Robinson S. L. They're Talking about Me Again:The Impact of Being the Target of Gossip on Emotional Distress and Withdrawal[C]. Academy of Management Conference, Chicago, 2009;
[30] Babalola M. T., Ren S., Kobinah T., et al. Negative Workplace Gossip:Its Impact on Customer Service Performance and Moderating Roles of Trait Mindfulness and Forgiveness[J]. International Journal of Hospitality Management, 2019,80(5):136-143;
[31] Wu L. Z., Birtch T. A., Chiang F. T., et al. Perceptions of Negative Workplace Gossip:A Self-consistency Theory Framework[J]. Journal of Management, 2018,44(5):1873-1898;
[32] Nix G. A., Ryan R. M., Manly J. B., et al. Revitalization through Self-regulation:The Effects of Autonomous and Controlled Motivation on Happiness and Vitality[J]. Journal of Experimental Social Psychology, 1999,35(3):266-284;
[33] Carver C. S. Resilience and Thriving:Issues, Models, and Linkages[J]. Journal of Social Issues, 1998,54(2):245-266;
[34] 李超平,毛凯贤. 服务型领导影响工作繁荣的动态双向机制[J]. 心理科学进展, 2018,26(10):1734-1748;
[35] Cheng S., Kuo C. C., Chen H. C., et al. Effects of Workplace Gossip on Employee Mental Health:A Moderated Mediation Model of Psychological Capital and Developmental Job Experience[J/OL]. Frontiers in Public Health, 2022. DOI:10. 3389/fpubh.2022. 791902;
[36] Cheng B., Peng Y., Zhou X., et al. Negative Workplace Gossip and Targets' Subjective Well-Being:A Moderated Mediation Model[J/OL]. The International Journal of Human Resource Management, 2022. DOI:10. 1080/09585192. 2022. 2029931;
[37] Tan N., Yam K. C., Zhang P., et al. Are You Gossiping about Me? The Costs and Benefits of High Workplace Gossip Prevalence[J]. Journal of Business and Psychology, 2021,36(3):417-434;
[38] Yao Z., Luo J., Zhang X. Gossip Is a Fearful Thing:The Impact of Negative Workplace Gossip on Knowledge Hiding[J]. Journal of Knowledge Management, 2020,24(7):1755-1775;
[39] Hobfoll S. E., Halbesleben J., Neveu J. P., et al. Conservation of Resources in The Organizational Context:The Reality of Resources and Their Consequences[J]. Annual Review of Organizational Psychology and Organizational Behavior, 2018,5(1):103-128;
[40] Goh Z., Eva N., Kiazad K., et al. An Integrative Multilevel Review of Thriving at Work:Assessing Progress and Promise[J]. Journal of Organizational Behavior, 2022,43(2):197-213;
[41] Fredrickson B. L. The Role of Positive Emotions in Positive Psychology:The Broaden-and-Build Theory of Positive Emotions[J]. American Psychologist, 2001,56(3):218-226;
[42] Carmeli A., Spreitzer G. M. Trust, Connectivity, and Thriving:Implications for Innovative Behaviors at Work[J]. The Journal of Creative Behavior, 2009,43(3):169-191;
[43] Spreitzer G. M., Porath C. L. Self-determination As a Nutriment for Thriving[A]. The Oxford Handbook of Work Engagement, Motivation, and Self-determination Theory[C]. New York:Oxford University Press, 2013;
[44] Lau D. C., Liu J., Fu P. Feeling Trusted by Business Leaders in China:Antecedents and the Mediating Role of Value Congruence[J]. Asia Pacific Journal of Management, 2007,24(3):321-340;
[45] 陈超,刘新梅,葛瑞波. 领导-领导交换对团队创新的链式中介效应研究[J]. 管理评论, 2021,33(6):192-200;
[46] Rego A., Cavazotte F., Cunha M. P., et al. Gritty Leaders Promoting Employees' Thriving at Work[J]. Journal of Management, 2021,47(5):1155-1184;
[47] 叶蒲,胥彦,李超平. 服务型领导如何跨层次影响工作繁荣?——关系型能量和学习目标取向的作用[J]. 管理评论, 2022,34(7):224-235;
[48] Pierce J. L., Gardner D. G. Self-esteem within the Work and Organizational Context:A Review of the Organization-Based Selfesteem Literature[J]. Journal of Management, 2004,30(5):591-622;
[49] Brislin R. W. Translation and Content Analysis of Oral and Written Materials[A]. Triandis H. C., Berry J. W. (Eds.) Handbook of Cross-cultrual Psychology[C]. Boston:Allyn & Bacon, 1980;
[50] Lau D. C., Lam L. W., Wen S. S. Examining the Effects of Feeling Trusted by Supervisors in the Workplace:A Self-evaluative Perspective[J]. Journal of Organizational Behavior, 2014,35(1):112-127;
[51] Porath C., Spreitzer G., Gibson C., et al. Thriving at Work:Toward Its Measurement, Construct Validation, and Theoretical Refinement[J]. Journal of Organizational Behavior, 2012,33(2):250-275;
[52] Zhang X., Bartol K. M. The Influence of Creative Process Engagement on Employee Creative Performance and Overall Job Performance:A Curvilinear Assessment[J]. Journal of Applied Psychology, 2010,95(5):862-873;
[53] Jones B. F., Weinberg B. A. Age Dynamics in Scientific Creativity[J]. Proceedings of the National Academy of Sciences, 2011, 108(47):18910-18914;
[54] Tierney P., Farmer S. M. Creative Self-efficacy Development and Creative Performance over Time[J]. Journal of Applied Psychology, 2011,96(2):277-293;
[55] 卫旭华,李黎飞,杨焕. 职场负面八卦对员工创新行为的影响:多重中介效应模型[J]. 兰州大学学报(社会科学版), 2019,47(4):83-92;
[56] Luthans F., Youssef C. M. Emerging Positive Organizational Behavior[J]. Journal of Management, 2007,33(3):321-349