Proactive employees perceive coworker ostracism: The moderating effect of team envy and the behavioral outcome of production deviance.

IF 5.9 1区 心理学 Q1 PSYCHOLOGY, APPLIED
Cong Liu, Yisheng Peng, Shiyong Xu, Muhammad Umer Azeem
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引用次数: 0

Abstract

As the workplace becomes more team based, interpersonal relationships at work are a central topic that affects both employees and the organization. Despite ample evidence showing the detrimental effects of workplace ostracism on employees' health and productivity, why someone is ostracized by others at work warrants more research. Based on social comparison theory, we predict that task proactivity could be perceived negatively and can elicit ostracism from team members; this effect is dependent upon the boundary condition of team envy. Furthermore, perceived coworker ostracism explains why task proactivity may turn into production deviance. We tested these predictions based on data from 630 employees in 131 teams collected in various industries in China. The results showed that individual-level task proactivity positively predicted coworker ostracism perceived by the proactive employee, and this relationship was moderated by team envy. Task proactivity was indirectly and positively related to production deviance via perceived coworker ostracism, especially in teams with high levels of team envy. Based on these results, we suggest that proactive employees need to be aware of possible unexpected interpersonal consequences in the workplace, given that proactive work behaviors may elicit unwanted and unintended treatment from team members. Managers should monitor team contextual factors, which may affect the extent to which good soldiers turn into bad apples. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

积极主动的员工感知同事排斥:团队妒忌和生产偏差行为结果的调节作用。
随着工作场所越来越以团队为基础,工作中的人际关系成为影响员工和组织的核心话题。尽管有大量证据表明,工作场所的排斥会对员工的健康和工作效率产生不利影响,但为什么有人会在工作中受到他人的排斥,还需要进行更多的研究。基于社会比较理论,我们预测任务主动性可能会被负面看待,并可能引起团队成员的排斥;这种效应取决于团队嫉妒的边界条件。此外,感知到的同事排斥也解释了为什么任务主动性会转化为生产偏差。我们基于收集到的中国各行业 131 个团队中 630 名员工的数据,对上述预测进行了检验。结果表明,个人层面的任务主动性可以正向预测主动性员工所感知到的同事排斥,这种关系受到团队嫉妒的调节。任务主动性通过感知到的同事排斥与生产偏差间接正相关,尤其是在团队嫉妒程度较高的团队中。基于这些结果,我们建议积极主动的员工需要注意工作场所可能出现的意外人际关系后果,因为积极主动的工作行为可能会引起团队成员不想要的意外对待。管理者应监控团队环境因素,因为这些因素可能会影响好士兵变成坏苹果的程度。(PsycInfo Database Record (c) 2024 APA,保留所有权利)。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.20
自引率
5.90%
发文量
46
期刊介绍: Journal of Occupational Health Psychology offers research, theory, and public policy articles in occupational health psychology, an interdisciplinary field representing a broad range of backgrounds, interests, and specializations. Occupational health psychology concerns the application of psychology to improving the quality of work life and to protecting and promoting the safety, health, and well-being of workers. This journal focuses on the work environment, the individual, and the work-family interface.
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