【摘要】：隨著人們物質(zhì)生活的日益豐富,對高質(zhì)量的精神生活的追求逐漸成為了人們生活中不可缺少的一部分,人們越來越看重與周圍人的關(guān)系,也更看重他人對自己的看法或行為。再加上工作和生活節(jié)奏的日益提速,人與人之間的競爭不斷加劇。在中國的職場生活中,可能一個不經(jīng)意的小摩擦,就會成為職場排斥的導(dǎo)火索,最后引發(fā)一系列不愉快的糾紛,與西方社會不同的是,中國社會更加強調(diào)圈子、派系的劃分,出于打壓異己、培植親信等考慮。已有研究表明,職場排斥會降低員工的組織公民行為,增強員工的反生產(chǎn)行為。本研究從三個層次來探討職場排斥與員工角色外行為的關(guān)系。第一層,探討職場排斥對組織公民行為和反生產(chǎn)行為的主效應(yīng)關(guān)系;第二層,將主動型人格和組織政治氛圍作為調(diào)節(jié)變量,分別探討二者對職場排斥和組織公民行為關(guān)系的調(diào)節(jié)作用;第三層,以主動型人格和組織政治氛圍為調(diào)節(jié)變量,分別探討二者對職場排斥和反生產(chǎn)行為關(guān)系的調(diào)節(jié)作用。從這三個層次入手,力圖進一步揭開職場排斥和員工角色外行為之間作用機制的“暗箱”。本研究以社會認同理論為基礎(chǔ),以218名企業(yè)員工為研究對象,運用訪談和調(diào)查問卷等研究方法,以SPSS22.0和AMOS22.0為數(shù)據(jù)分析工具,對研究的基本假設(shè)和模型進行了實證檢驗。得出如下結(jié)論:職場排斥對組織公民行為具有顯著的負向影響;職場排斥對反生產(chǎn)行為具有顯著的正向影響;主動型人格對職場排斥和組織公民行為的關(guān)系具有正向調(diào)節(jié)作用;主動型人格對職場排斥和反生產(chǎn)行為的關(guān)系具有負向調(diào)節(jié)作用;組織政治氛圍對職場排斥和組織公民行為的關(guān)系具有負向調(diào)節(jié)作用;組織政治氛圍對職場排斥和反生產(chǎn)行為的關(guān)系具有正向調(diào)節(jié)作用。最后對研究結(jié)果進行分析與討論,得出本文的研究結(jié)論,同時提出可供企業(yè)參考的可行性建議,并在文章最后指出本文研究不足,提出未來的研究展望。
[Abstract]:With the increasing enrichment of people's material life, the pursuit of high-quality spiritual life has gradually become an indispensable part of people's life. People pay more and more attention to the relationship with the people around them, but also to the views or behaviors of others on their own. Coupled with the ever-increasing pace of work and life, competition between people is intensifying. In China's workplace life, perhaps a casual little friction will become the trigger of workplace exclusion, and eventually lead to a series of unpleasant disputes. Unlike Western society, Chinese society places more emphasis on the division of circles and factions. In order to suppress dissent, cultivate cronies and other considerations. Previous studies have shown that workplace exclusion can reduce employees' organizational citizenship behavior and enhance their anti-productive behavior. This study explores the relationship between workplace exclusion and employees' out-of-role behavior from three levels. In the first layer, the main effects of workplace exclusion on organizational citizenship behavior and anti-productive behavior were discussed. In the second layer, taking active personality and organizational political atmosphere as regulating variables, this paper discusses the regulatory effects of active personality and organizational political atmosphere on the relationship between workplace exclusion and organizational citizenship behavior. In the third layer, taking active personality and organizational political atmosphere as the regulating variables, the regulatory effects of the two factors on the relationship between workplace exclusion and anti-productive behavior were discussed respectively. Starting from these three levels, the author tries to uncover the mechanism between professional exclusion and layman's role. Based on the theory of social identity, this study uses the methods of interview and questionnaire, and uses SPSS22.0 and AMOS22.0 as data analysis tools to test the basic hypotheses and models of the study. The conclusions are as follows: workplace exclusion has a significant negative impact on organizational citizenship behavior; workplace exclusion has a significant positive impact on anti-productive behavior; active personality has a positive role in regulating the relationship between workplace exclusion and organizational citizenship behavior; Active personality negatively regulates the relationship between workplace exclusion and anti-productive behavior, organizational political atmosphere negatively regulates the relationship between workplace exclusion and organizational citizenship behavior, and organizational political atmosphere plays a negative role in regulating the relationship between workplace exclusion and organizational citizenship behavior. Organizational political atmosphere plays a positive role in regulating the relationship between workplace exclusion and anti-productive behavior. Finally, the research results are analyzed and discussed, and the research conclusions of this paper are drawn. At the same time, the feasibility suggestions are put forward for the reference of enterprises. At the end of the paper, the deficiency of this research is pointed out, and the future research prospects are put forward.
【學(xué)位授予單位】：湖北工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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