跨层次视角下的职场排斥与员工积极组织行为、团队效能影响机制  

The Effect of WOB on Positive Organizational Behavior and Group Efficiency: Cross-Level Perspective

作　　者：乐嘉昂[1] 彭正龙[1] 

机构地区：[1]同济大学经济与管理学院,上海200092

出　　处：《经济管理》2013年第3期74-84,共11页Business and Management Journal ( BMJ )

基　　金：国家社会科学基金项目"企业知识管理创新与组织创新的内在关联度分析及策略研究"(10BGL033);教育部博士点专项科研基金项目"以知识转移和增殖为核心的交互式价值创造研究"(20100072110010)

摘　　要：本文基于58名团队领导和563名团队成员的配对数据,运用多层线性模型对跨层数据进行统计分析,考察了职场排斥行为对个体和团队层次的影响机制以及跨层次的交互作用。研究表明,在个体层面,职场排斥行为在组织自尊的中介效应下负向影响员工积极组织行为;在团队层面,职场排斥行为在团队情绪氛围的中介作用下负向影响团队效能;团队情绪氛围在职场排斥行为与员工积极组织行为之间存在跨层次的调节效应。本文最后讨论了本研究的理论价值和实践启示。In the background of globalization and diversification, personnel composition in modern enterprises has become increasingly complex, which greatly increases interpersonal friction and silent violence represented by workplace ostracism behavior （WOB）. From cultural background, Chinese traditional culture advocates principle of tolerance which influences Chinese employees＇ ways of handling interpersonal conflict, so that they are inclined to take implicit methods, for instance keeping silence, workplace ostracism, to deal with it. Therefore it is possible for Chinese organizations valuing ＂ Guanxi ＂ and ＂ Quanzi ＂ that workplace ostracism behavior is more prevalent. However research on consequences of WOB is deficient at present that limits cognition level to WOB and is not conducive for managers to eliminate negative influence resulting from WOB. So it is essential to make a systemic study on the consequences of WOB. The study based on literature review, theoretical deduction and empirical analysis, explores the influence mechanism of WOB at individual level and group level. First, applying affective event theory, the study constructs a hierarchical linear model for researching consequences of WOB. At individual level, as the study is from enterprise management perspective, so the focus is how individual behaviors influence groups, organizations and enterprises. Positive organizational behavior is regarded as a typical variable of pro-social behavior. Comparing with organi- zational citizenship behavior, the connotation of positive organizational behavior is more extensive. The construct of POB contains non-compulsory organizational citizenship behavior and also includes compulsory job responsibilities. Therefore during studying influence mechanism of negative organizational behavior, positive organizational behavior is able to better represent WOB＇ s influence on individual level. So in the hierarchical model, positive organizational behavior is set as dependent variable and organization-based se

关 键 词：职场排斥行为 员工积极组织行为 团队效能 组织自尊 团队情绪氛围 

分 类 号：F270.7[经济管理—企业管理]