【摘要】：我國企業(yè)講究“關(guān)系”和“圈子”文化,其中人際沖突、暗中角力、劃分派系等排斥行為屢見不鮮,嚴重威脅著員工的身心健康與個人成長,也給組織帶來一系列的惡劣影響。在當前學術(shù)界,職場排斥對員工的行為反應(yīng)主要指向正反兩面。鑒于此,在本研究將對494份問卷調(diào)查樣本數(shù)據(jù)運用SPSS和AMOS軟件進行有效分析,深入探討在心理安全感中介效應(yīng)和特質(zhì)性調(diào)節(jié)焦點的調(diào)節(jié)效應(yīng)影響下,職場排斥和員工強制性公民行為的關(guān)系。強制性公民行為雖然不是傳統(tǒng)意義上的組織公民行為,但作為組織公民行為的陰暗面,一定程度上呈現(xiàn)出被排斥員工想要融合到集體中并緩解排斥的美好愿望,在管理實踐中應(yīng)予妥善分辨。本研究主要結(jié)論如下:第一,運用獨立樣本T檢驗和單因素方差分析法發(fā)現(xiàn),“上司排斥”感知水平在不同年齡、工作年限和單位類型的員工中存在顯著差異;“同事排斥”感知水平在不同年齡和學歷水平的員工中存在顯著差異,這種顯著差異也存在于“心理安全感”上。“防御焦點”在不同年齡、學歷水平、工作年限的員工中存在顯著差異;“強制性公民行為”的表現(xiàn)在不同工作年限的員工中存在顯著差異。第二,通過相關(guān)性檢驗初步驗證了職場排斥(上司排斥和同事排斥)均與員工強制性公民行為顯著正相關(guān),再通過整體結(jié)構(gòu)方程模型的路徑系數(shù)和中介效應(yīng)檢驗進一步驗證了職場排斥(上司排斥和同事排斥)對強制性公民行為的正向預測作用。第三,在職場排斥(上司排斥和同事排斥)和強制性公民行為之間,心理安全感存在中介作用。整體結(jié)構(gòu)方程模型路徑系數(shù)結(jié)果表明,上司排斥和同事排斥對心理安全感存在負向作用,而心理安全感對強制性公民行為存在負向作用。中介效應(yīng)檢驗結(jié)果表明,心理安全感在上司排斥對強制性公民行為的影響中起部分中介作用,而在同事排斥對強制性公民行為的影響中起完全中介作用。第四,在特質(zhì)性調(diào)節(jié)焦點的兩個維度中,提升焦點對職場排斥(上司排斥和同事排斥)與強制性公民行為的關(guān)系中均發(fā)揮正向調(diào)節(jié)作用;而防御焦點對職場排斥和強制性公民行為間相關(guān)性的負向調(diào)節(jié)作用未得到支持。
[Abstract]:Chinese enterprises pay attention to the culture of "relationship" and "circle", in which interpersonal conflict, secret struggle, factional division and other exclusion behaviors are common, which seriously threaten the physical and mental health of employees and personal growth, but also bring a series of bad effects to the organization. In the current academic world, the reaction of workplace exclusion to employee behavior is mainly positive and negative. In view of this, this study will use SPSS and AMOS software to analyze 494 questionnaire sample data effectively, and explore the influence of psychological sense of security intermediary effect and special regulatory focus on the effect of psychological sense of security mediating effect and the adjustment effect of idiosyncratic adjustment focus. The relationship between workplace exclusion and mandatory citizenship behavior of employees. Compulsory citizenship behavior is not traditional organizational citizenship behavior, but as the dark side of organizational citizenship behavior, to some extent, the excluded employees want to be integrated into the collective and alleviate the good desire of exclusion. It should be properly distinguished in management practice. The main conclusions of this study are as follows: first, using independent sample T test and single factor variance analysis, we find that there are significant differences in perceived level of "superior exclusion" among employees of different age, working years and unit type; The perceived level of "coworker exclusion" was significantly different among employees of different ages and educational levels, and the significant difference was also found in "psychological sense of security". "defensive focus" has significant differences among employees of different age, educational level and working years, and "mandatory citizenship behavior" is significantly different among employees with different working years. Secondly, through the correlation test, it was preliminarily proved that workplace exclusion (boss rejection and co-worker exclusion) was significantly positively correlated with mandatory citizenship behavior of employees. Through the path coefficient and intermediary effect test of the global structural equation model, the positive predictive effect of workplace exclusion (boss exclusion and coworker exclusion) on mandatory citizenship behavior was further verified. Third, psychological sense of security acts as an intermediary between workplace exclusion (boss rejection and coworker exclusion) and mandatory citizenship. The results of path coefficients of the global structural equation model showed that the superior exclusion and co-worker exclusion had negative effects on the psychological sense of security, while the psychological sense of security had a negative effect on the mandatory citizenship behavior. The results of intermediary effect test showed that psychological sense of security played a part of intermediary role in the influence of superior exclusion on mandatory citizenship behavior, while it played a complete intermediary role in the influence of coworker exclusion on mandatory citizenship behavior. Fourthly, in the two dimensions of idiosyncratic adjustment focus, promotion focus plays a positive role in the relationship between workplace exclusion (boss rejection and coworker exclusion) and mandatory citizenship behavior; However, the negative regulation of the relationship between workplace exclusion and compulsory citizenship behavior was not supported.
【學位授予單位】：華僑大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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