上司创意拒绝、知识型员工离散情绪与趋避行为——基于情绪认知评价理论视角  

Research on Supervisor Idea Rejection, Discrete Emotion and Approach-avoidance Behavior of Knowledge Worker: Based on Cognitive Appraisal Theory of Emotions

作　　者：赵富强[1] 祝含秋 陈耘[1] 王龙栋 Zhao Fuqiang;Zhu Hanqiu;Chen Yun;Wang Longdong(School of Management,Wuhan University of Technology;Business School,Nanjing University)

机构地区：[1]武汉理工大学管理学院 [2]南京大学商学院

出　　处：《南开管理评论》2023年第6期128-139,I0023,I0024,共14页Nankai Business Review

基　　金：国家社会科学基金项目(23FGLB069、21FGLB027、20FGLB047)资助。

摘　　要：本研究基于情绪认知评价理论,旨在探究上司创意拒绝对知识型员工离散情绪和趋避行为的影响机制及创意拒绝归因的边界条件作用。基于一项多时点回顾式问卷调查和两项情境实验,研究发现:(1)上司创意拒绝对知识型员工人际偏离、工作退缩和自我改善均存在显著正向影响;(2)知识型员工愤怒情绪中介创意拒绝对人际偏离和工作退缩的影响,焦虑情绪中介创意拒绝对工作退缩和自我改善的影响,羞愧情绪中介创意拒绝对自我改善的影响;(3)创意拒绝归因调节上司创意拒绝对知识型员工愤怒和羞愧情绪的直接作用,以及通过愤怒和羞愧情绪对趋避行为的间接作用。具体而言,当员工对创意拒绝做出“对人不对事”消极归因时,更易触发愤怒情绪,此时创意拒绝通过愤怒对人际偏离和工作退缩的间接作用更强;相比之下,当员工做出“对事不对人”积极归因时,更易触发羞愧情绪,此时创意拒绝通过羞愧对自我改善的间接作用更强。In the era of digital economy,the creativity of knowledge workers is the prerequisite and foundation for enterprises to form new ideas,develop new technologies,develop new products,and launch new services.However,due to limitations in innovative resources,decision-making processes,and risk factors,most knowledge workers fail to receive support from their superiors and put their creativity on hold,resulting in a widespread idea rejection in organizational innovation practices.Existing studies only focus on the negative impact of idea rejection on the subsequent creativity of knowledge workers,while neglecting the differentiated behavioral responses of employees after experiencing idea rejection.Whether employees respond positively or negatively to it when ideas are rejected?What are the driving mechanisms and boundary conditions for their different responses?Existing research has not yet provided clear theoretical explanations.According to the cognitive appraisal theory of emotions,this study aims to explore the mechanism of supervisor idea rejection on discrete emotions and approach-avoidance behaviors of knowledge workers,as well as the boundary condition effect of them.Based on a multi-wave retrospect self-reported questionnaire investigation and two event-based scenario experiments,the empirical re-search draws the following conclusions.Firstly,supervisor idea rejection has a significant positive impact on interpersonal deviance,workplace withdrawal and self-improvement of knowledge workers.Secondly,knowledge workers’anger mediates the impact of su-pervisor idea rejection on interpersonal deviance and workplace withdrawal,anxiety mediates the impact of supervisor idea rejection on workplace withdrawal and self-improvement,and shame mediates the impact of supervisor idea rejection on self-improvement.Finally,attribution of supervisor idea rejection moderates the direct effect of supervisor idea rejection on anger and shame of knowl-edge workers and the indirect effect of supervisor idea rejection on their app

关 键 词：创意拒绝 离散情绪 人际偏离 工作退缩 自我改善 情绪认知评价理论 

分 类 号：F272.92[经济管理—企业管理] B842[经济管理—国民经济]