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助人或伤人?探讨员工每日负向心情与人际导向公民行为、偏差行为的关係:员工亲和性特质与同事支持的干扰效果

【中文摘要】:虽然过去研究大多认为员工经历到的负向心情会导致更多的负面行为、降低正面行为,但过去的研究发现并不一致。本研究依心情修复理论的观点 (Isen, 1982)探讨员工每日负向心情与人际面组织公民行为、反生产力工作行为的关係。并提出与人际互动最相关的亲和性人格特质、与情境变数同事支持作为干扰变项。欲找出在何种情况下,处于负向心情的员工会从事「助人」而非「伤人」的行为。
为达研究结果的可类推性,本研究之研究样本不限定产业、职业类别,只要仍在职的员工皆属于研究对象,以经验抽样法进行每日资料收集,对170位受试者施以连续两週共计10个工作天的问卷调查,问卷回收后,个人间层次施测有效人数共计153人,回收率为90%;个人内层次有效问卷1523份,回收率为89%。
阶层线性模式结果发现,员工每日负向心情和人际面组织公民行为达显着正相关、与人际面反生产力工作行为呈显着正相关;此外,同事支持与亲和性皆能够增强负向心情与人际面组织公民行为的正向关係,并且能够缓和负向心情与人际面反生产力工作行为的正向关係。基于前述发现,本研究亦针对理论意涵与管理意涵加以讨论之。
【英文摘要】:Based on the mood repair theory, the present study examines the relationships between employee daily negative moods, interpersonal citizenship behaviors, and counterproductive work behaviors. In addition, the current study also explores the moderating roles of two interpersonal-related personality trait (i.e., agreeableness) and contextual variable (i.e., coworker support) on the negative moods-outcome relationships. By doing so, this study attempts to clarify when daily negative moods will lead to “helpful” behaviors instead of “harmful” behaviors.
In order to enhance the generalizability of the research findings, the sample was composed of employees from various occupations and industries. Experience sampling method was applied to collect the data across two weeks (10 working days). In total, I collected 1523 valid daily responses from 153 employees. The results of hierarchical linear modeling showed that employee daily negative moods positively predicted both interpersonal organizational citizenship behaviors and counterproductive work behaviors. In addition, both coworker support and agreeableness enhance the positive relation between daily negative moods and interpersonal organizational citizenship behaviors, and attenuate the positive relation between daily negative mood and interpersonal counterproductive work behaviors. Theoretical and practical implications were further discussed.
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  • 来源:中山大学;作者:李羿葶
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