定性的工作不安全感会引发工作场所的不文明吗？自我同情与沉思的调节作用

IF 3.4 3区管理学 Q2 MANAGEMENT

Career Development International Pub Date : 2022-08-30 DOI:10.1108/cdi-11-2021-0280

Shanshan Qian, V. Lim, Yong-Xin Gao

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引用次数: 0

摘要

目的本研究探讨了定性工作不安全感（JI）为什么以及何时会导致煽动性工作场所不文明行为。设计/方法论/方法作者在两个时间点收集了来自多个组织的227名中国全职员工的数据。结构方程模型被用来检验假设。研究结果表明，定性JI与通过负面情绪引发的职场不文明行为呈正相关；这种间接关系在自我同情程度较高的员工中较弱，在沉思程度较高的雇员中较强。独创性/价值作者将主要关注点从定量JI转移到定性JI。基于压力的交易模型和反作用工作行为的压力源-情绪模型（CWB），他们对定性JI为什么影响工作场所不文明行为提供了新的理论见解，并确定了影响员工对定性JI反应的新边界条件。

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Can qualitative job insecurity instigate workplace incivility? The moderating roles of self-compassion and rumination

PurposeThis study examines why and when qualitative job insecurity (JI) leads to instigated workplace incivility.Design/methodology/approachThe authors collected data from 227 Chinese full-time employees from multiple organizations at two time points. Structural equation modeling was used to test hypotheses.FindingsResults show that qualitative JI is positively related to instigated workplace incivility through negative emotions; this indirect relationship is weaker among employees with higher self-compassion and stronger among employees with higher rumination.Originality/valueThe authors shift the predominant focus on the predictor of instigated workplace incivility from quantitative JI to qualitative JI. Based on the transactional model of stress and the stressor–emotion model of counterproductive work behavior (CWB), they provide new theoretical insights on why qualitative JI affects workplace incivility and identify new boundary conditions that affect employees' reactions to qualitative JI.

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来源期刊

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts