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基于资源保存理论的视角,引入中介机制和调节变量,验证在中国组织情境下职场排斥与员工工作绩效的负相关关系。以126名员工-领导配对问卷为样本,对模型进行了验证,研究表明:(1)职场排斥对员工的工作绩效具有显著的负向影响;(2)情绪耗竭在职场排斥与工作绩效之间起完全中介作用;(3)情绪智力负向调节职场排斥与情绪耗竭之间的关系。最后,本研究讨论了研究结果的理论意义和实践意义。
Abstract：From the perspective of the conservation of resources(COR) theory, this study introduces mediating mechanism and moderator variable to verify the negative correlation between workplace ostracism and job performance in the context of China. We tested the model with data from a sample of 126 employees paired with their direct supervisors, it shows that:(1) workplace ostracism has significant negative impact on job performance;(2) emotional exhaustion mediates the relationship between workplace ostracism and job performance completely;(3) emotional intelligence negatively moderates the relationship between workplace ostracism and emotional exhaustion. Finally, the study discusses the theoretical and practical implications.
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基本信息:
DOI：10.16471/j.cnki.11-2822/c.2018.08.006
中图分类号:F272.92
引用信息:
[1]李丹,常梦醒.职场排斥如何影响绩效表现?情绪耗竭与情绪智力的作用[J].中国人力资源开发,2018,35(08):64-74.DOI:10.16471/j.cnki.11-2822/c.2018.08.006.
基金信息:
国家社会科学基金一般项目(16ZDA013)
2018-08-10
2018-08-10