员工对主管非工作时间边界侵犯的“报复” ——基于压力源-情绪模型的链式中介效应
文献类型：学位论文
| 作者 | 郑婧菲
|
| 答辩日期 | 2024-06 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李永娟 |
| 关键词 | 主管非工作时间边界侵犯 工作-家庭冲突 反生产行为 消极情绪 自我领导 |
| 学位名称 | 应用心理硕士 |
| 学位专业 | 应用心理 |
| 其他题名 | Employees' Retaliation Against Supervisors Off-work Boundary Infringements —— Chain Mediation Effect Based on Stressor-Emotion Model |
| 中文摘要 | With the widespread adoption of instant messaging technology in the Chinese workplace, work-related information can reach employees at any time and place, leading to a continuous invasion of employees' personal life boundaries. The negative effects of perceiving leadership boundary violations during non-working hours may not only impact employees' personal life domains but also "spill over" into the work domain. Therefore, investigating the negative effects and mechanisms of such impacts on employee work behavior is of significant importance. This study constructed a chainmediated model based on the stressor-emotion model to explore how Supervisor offwork Boundary Infringements (SBI) influence employee counterproductive work behavior through work-family conflict and negative emotions, while proposing that employees' self-leadership plays a moderating role in this process. Two studies were conducted to explore these relationships accordingly. Study 1 primarily utilized a two-stage questionnaire survey to validate the model among individuals. Stage one collected independent variables (Supervisor off-work Boundary Infringements), mediating variables (work-family conflict, negative emotions), and control variables; stage two collected outcome variable (employee counterproductive work behavior) and moderating variable (self-leadership). After matching the data from the two stages, a total of 305 valid responses were obtained. Both stepwise regression and Bootstrap methods confirmed the proposed chainmediated model. The results indicated that Supervisor off-work Boundary Infringements increased employee counterproductive work behavior through the complete mediation of work-family conflict and negative emotions. Contrary to expectations, the moderating effect of self-leadership was not significant. Study 2 employed an experience sampling method to collect daily data over ten consecutive workdays at the individual level to verify the research model. A total of 158 employees with 1580 diary entries were included in the analysis. Multi-level path analysis revealed that the research model was valid at the individual level. Specifically, at the individual level, supervisor off-work boundary infringements from the previous evening influenced work-family conflict and negative emotions on that evening, subsequently leading to employees' negative emotions the next morning and ultimately increasing their counterproductive work behaviors the following day. Furthermore, the study uncovered the mitigating effect of self-leadership at the individual level, indicating that high levels of self-leadership weakened the relationship between perceived work-family conflict and negative emotions compared to low levels of selfleadership. In conclusion, this study not only elucidated the chain-mediated mechanism through which supervisor off-work boundary infringements influence employees' counterproductive work behavior but also revealed the microdynamic processes of work-family conflict and negative emotions when employees face such infringements. This provides valuable insights into understanding potential individual differences in employee development processes and offers theoretical guidance for organizations to develop work-family balance policies and support employee self-adaptation. |
| 英文摘要 | 随着即时通讯技术在中国职场的普及，工作信息可以无时无刻、随时随地触 达到员工，这使得员工的个人生活边界不断被侵犯。员工在非工作时间感知到领 导边界侵犯所产生的负面效应不仅可能影响到员工的个人生活领域，还可能“回 流”到工作领域。因此，探究其对员工工作行为的负面影响及作用机制具有重要 的意义。本研究基于压力源-情绪模型构建了一个链式中介模型，探讨主管非工作时间边界侵犯(Supervisor off-work Boundary Infringements, SBI)如何通过工作家庭冲突和消极情绪影响员工的反生产行为，同时提出员工个人的自我领导在其中发挥的调节作用，并通过两个研究开展相应的探索。 研究一主要采用两阶段的问卷调查法在个体间层面验证模型。其中阶段一收 集自变量(主管非工作时间边界侵犯)、中介变量(工作-家庭冲突、消极情绪)、控 制变量;阶段二收集结果变量(员工反生产行为)和调节变量(自我领导)。两阶段数 据匹配后，共获得 305 份有效数据。通过逐步回归和 Bootstrap 法均验证了我们 提出的链式中介模型，即主管非工作时间边界侵犯通过员工的工作-家庭冲突和 消极情绪的完全中介作用，增加了员工的反生产行为。与预期不符的是，自我领 导的调节作用并不显著。 研究二则采用经验取样，连续 10 个工作日收集员工的天水平数据，在个体内水平上验证上述研究模型。我们对最终获得的 158 个员工的 1580 条有效日记数据。多水平路径分析发现，研究模型在个体内水平也成立。具体而言，在个体内水平上，前一晚主管非工作时间边界侵犯会通过影响员工当晚的工作-家庭冲突和当晚对工作的消极情绪，进而导致员工第二天早上的消极情绪，最终增加了员工第二天工作时的反生产行为。除此之外，我们还发现了自我领导在个体内水平上的缓解作用，与低水平自我领导的员工相比，高水平自我领导的员工当晚工作-家庭冲突感知和当晚消极情绪之间的关系会被削弱。 综上，本研究不仅探明了主管非工作时间边界侵犯影响员工反生产行为的链 式中介机制，还揭示了员工面对主管非工作时间边界侵犯时工作-家庭冲突感知和消极情绪的微观动态变化过程，为理解员工个体内发展过程是否存在差异化提 供信息，也为组织制定工作-家庭平衡政策，员工自我适应提供理论指导。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48166]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 郑婧菲. 员工对主管非工作时间边界侵犯的“报复” ——基于压力源-情绪模型的链式中介效应[D]. 中国科学院心理研究所. 中国科学院大学. 2024. |
入库方式： OAI收割
来源：心理研究所
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